Help managing people [column]

Dear Auntie:
I’ve just been given my first management position, and I’m both scared and excited. I want to do more than just manage people. I want to inspire them. I want to motivate, not dictate. But where do I start? I don’t have a lot of education, but I’m willing to learn. Got any advice so I get off on the right foot with my staff?
Signed,
Shaking In My Boots

Dear Shaking In My Boots:
Congratulations! I am proud of you and the exciting advancement in your career! Sounds like you may have known a few managers you have worked for who have been dictators. To know there are alternative approaches to leadership also means you’ve come upon managers who have role-modeled for you what it takes to inspire others. Before I got to management level, working as a trauma counselor was very much about inspiring people, building awareness and support options that were meaningful to each person I worked with. My role-models have all focused on strengths and solutions, not weakness or problems.

Where do you start? When I facilitate workshops like peer support training or self-image I invite participants to write 10 nice words about their self or the activities they were good at. That is one place to start–remembering the strengths and skills that got you where you are. Once you have your baseline or starting point for your new leadership journey, you can revisit this list six months to a year and update your list. To see the best in others, taking stock of our own strengths can help ease up the stress levels and be open to learning about the assets your staff bring to the team.

When it comes to not having much education, not to worry. There are ways to find funding for professional development. You may luck out and find out the organization already has this in current budgets, or you can search for grants you are eligible for to access professional development.

Some bands or urban Aboriginal Employment Centres have workshops and/or funds to cover professional development costs. Another route may be a continuing education program through school districts, colleges and universities or parks and recreation centres. Just remember to build up your own support networks and do not be scared to ask for help!

Perhaps you know someone with a similar job close by or a role-model you can talk to for the occasional pep-talk. When starting out with new staff, if time permits, meet with staff one-on-one to learn more about what each brings to the job and even a little research on what is missing or what can be improved upon.

With time constraints this might not be realistic. One idea could be handing out large sticky notes at a staff meeting where staff can anonymously share a positive and an area for improvement comment.

From years of working in leadership roles I have some classic advice: breathe; talk with my smile; dress well; and catch people being good! Enjoy the new role!
Lovingly, Auntie.