Successfully Transitioning to Management

In the course of your career, you are moving to a position where you will be responsible for managing others. Management, in contrast to many of the more technical aspects of the work is not complicated or difficult. But do many struggle when it comes by the move into management. So how can you raise, you increase your chances for a successful transition to management?

1. Promote yourself

This may seem like a strange tip, but youreally do need to step into her new role, and you recognize yourself doing a different job. One of the most common mistake people make is to 100% of their time trying to spend all the things that they do not yet, so no time to manage. Get clear about what is expected of you in your new role. Schedule time in your planner for the administration or it will never happen. Find out what you think of that you do not have to.

2. Discover what motivates employees

If youare effectively motivate yourself and other team members, you have to understand what motivates. Remember that what motivates you could completely eliminate others. Some potential reasons include:

• The achievement of deadlines

• Getting regular feedback

• Variety of projects

• Attendance at a training event or conference

Managers often believe that money is the list of the top motivators. The reality is that most studies show that this will continueThe list of what is important in view of the motivation of staff.

3. Put enough time for planning

If you are successfully competing demands are just, you must make sure that you are on the activities that matter. Take time to read weekly or daily where you spend your time. Key to an effective multi-tasking is to ensure that you respond to the immediate needs and the foundation for the future by looking at new and different ways of achievingResults.

4. Create a development plan

As you move into a new role, you have development needs. If you do not why you have taken the job? List all of the skills, knowledge and personal qualities that you need to get to your best. Use your own self-assessment and 360 feedback to your development priorities identified. Use this information out quarterly development.

5. Create a great team

The right people around you,to do what they do best is of crucial importance. Take time soon to check your team. If you have space available pegs into round holes, do something about it. Even if it seems tempting to ignore just about the problem, it is not a good long-term strategy. It could be that the person who is not the right thing for your team in a different part of the organization who use their strengths, is ideal.

Bottom line - Its great at boasting a job does not guarantee success as a manager. So what you needthe focus on the successful transition to management?

Management is Missing Real Commitment to Accountability

The lack of highly visible performance of its CEO and some executives in today's economy underscores the need for accountability in all organizations and companies. Management has managed to avoid accountability for their performance, because the parties had not been able to they hold to ensure proper standards. An acceptable program for accountability is not yet available. Government has tried to enforce accountability, but they have responsibilities to be confused withResponsibility.

The problem is that accountability in the ethics of a concept with multiple meanings. For our purposes, the responsibility is simply stated as "to be responsible for his actions." Accountability is more than "Jones is accountable if Smith Jones is obligated to inform Smith defined by Jones' (past or future) actions and decisions, to justify them, and / or to punish any wrongdoing in the case of suffering"

What is and what it AccountabilityNot!

As mentioned, accountability is often confused with the responsibility, they are not the same. Responsibility for either expectation or belief will give account of behavior. It is a personal and professional standard that you accept and agree. Accountability may be dictated or implied by law, regulation, or by mutual agreement. Responsibility is, without you necessarily associated with the agreement. It is mainly concentrated debt and unable to handleconcentrated.

Importance for the success of your business

The importance of personal responsibility and accountability in the work can not be overstated when it comes to the success of your business. Because it focuses on improving the process and not to blame, it is a bit of foundation for continuous improvement and overall productivity.

In positions of responsibility and recognition will take the responsibility for actionsProducts, decisions and directives. This includes the administration, management and operations within the scope of the role of the employee or of the situation and the obligation to report, explain and responsible for the consequences resulting therefrom.

Management By Objectives is why not work in most companies?

Many management by objectives (MBO) programs in today's business world are the results-oriented and not focused on accountability. This explains theiroften less than stellar performance so far as relates to organizational performance. I have cases in which the majority of the targets that have been written by the managers already have been achieved by the time they put on paper was seen. Often in these cases, we find that it is the compensation program, the power and responsibility driving is not planned, a system of accountability, which throughout the organization. When this happens, the MBO Program as approvedRequirement for employment, but is not thrilled with the managers and subordinates as a tool for driving exceptional performance supported.

Typically, there is poor linkage between the objectives of managers and multiple levels of subordinates. Often the objectives of a particular manager is not in the objectives of a subordinate two levels reflected downward. In some cases, the connection manager, but only because he / she waited for the child to create his / her list hasobjectives

Impact of a good accountability program

An accountability program should be a roadmap for the effective functioning of the organization. There should be a link to the company's mission, by the obligations of the company and its managers to the stakeholders in the company. It is an expression of the connection between the various levels of the organization and across the line and staff organization. Only through the establishment of the organization in this way you can ensurethat the organization will be effected as necessary. Remember, the accountability of the head of the organization by a system that will be driven both visible and controllable, and aligned with a vision for both the company and its mission.

Responsibility is only half the battle

Remember that accountability is a process agreed upon, basically, you agree to certain activities that have assessed the importance of your chief responsibility for the successof the company. They in turn agreed that she could reach them at a particular time and in some other restrictions. This process requires a high degree of strategic and operational planning. You must continue to a structure that people are more likely to enroll as a "buy in". It must be simple in structure and performance based. Goals must be realistic, time-based, with reasonable results expected, which means they must be accessible. The work of each person must be assignedtheir vital activities show how the important work of managers drawn, whose work for the power to account.

Management As Usual is not enough

The type of management performance, we have seen in the company, that the government "Bailed Out" will continue in all areas, if a workable system of accountability established in all enterprises. CEO will continue to "underperform, it costs a lot of jobs and trips to theBankruptcy Courts. Companies need to take a good hard look at themselves and their performance and see if they will not fund activities in all areas, only in.

The parties must keep all levels of management responsibility for performance. You must demand a systematic approach to accountability and performance. Performance bonuses should be tied to performance through a structured accountability process or program.

Those companies that adopt andAccountability, compliance with a structured program during the current global economic crisis will see a strengthened and sustained growth for a long time.