Taking the Big Step: From Technologist to Role Model
by Katherine Spencer Lee

You manage internal networks, system upgrades and corporate web sites, but how do you rate your leadership skills? For every technology expert who aspires to lead others, there are those who had never considered it, but became managers because of their expertise in the field. Often, the words "Congratulations, you've been promoted" may be cause for trepidation rather than immediate celebration. While you probably have great confidence in your ability to do your job - and it's obvious your supervisor believes in your potential - you may have less self-assurance when it comes to directing others. If so, honing your supervisory skills will help raise your confidence, establish credibility and win the support of your staff. Here are some suggestions:

Communicate clearly. Always keep your team informed of project goals, priorities and deadlines. Frequent interaction is essential in boosting your staff's confidence in your leadership abilities. Give clear directions and welcome questions and feedback from others.

Set a good example. Demonstrate the same level of professionalism, excellence and dedication that you expect from your team. For instance, if you require staff members to work until 6 p.m. each day, don't leave at 5:30. If you expect written communication to be error-free, double-check your own documents for grammar, spelling and clarity. And don't hesitate to show enthusiasm in your work ‹ it will inspire your staff toward peak performance.

Delegate. Good management involves delegation. Begin by matching the right people with the appropriate tasks based on your department's needs and the abilities of your staff. The challenge of delegating doesn't end when you assign a task. You need to check in and make sure you're providing a person with the tools to accomplish the objective.

Adapt and adjust. Every manager has his or her own "style," but it's important to adapt to the individual needs and personalities of the people on your team. While certain employees may enjoy close supervision, others excel when working independently. Similarly, some staff members may be very vocal about what they value about your management approach and others will not. Whatever the case may be, you need to make subtle adjustments to your own personal technique to thrive as a manager.

Encourage feedback. Solicit input from your staff by asking if they're receiving the support, training and resources necessary to meet department and company objectives. Maintain an open-door policy so employees know you are willing to listen and help provide solutions to problems.

Offer recognition. If you haven't thought much about how praise can impact staff satisfaction and performance , consider the results of a survey conducted by RHI Consulting which revealed that lack of recognition is a leading reason people leave their jobs. By publicly acknowledging employee efforts and achievements, you not only build confidence, but also encourage future contributions. Praise does not always need to be in the context of a formal program. In fact, it's often more effective if you make verbal compliments part of your day-to-day communication.

Help employees see the "big picture." Take time to explain to your staff how their assignments and functions fit into the company's overall goals. This helps them to see that every task they complete can have an impact on the company's reputation, success and bottom line.

Create an environment of constant learning. Offer and encourage technical training opportunities. In addition, allow employees to make - and learn from - mistakes.

Provide professional guidance. A great manager also functions as a mentor. Make yourself available to team members and show interest in their career development with the company. Don't overlook the motivational power of positive reinforcement. Your staff will appreciate your commitment to their progress.