Pretty heavy stuff, eh?
We often covet those “big” job titles without knowing what’s expected. That old line, “Be careful what you wish for,” is a legitimate warning.
What a manager’s job looks like on the surface isn’t always what it is in reality. The sad truth is that when it’s your turn to be the manager, no one really tells you what you’re getting into. So you’d better ask.
Go on high alert!
No one wants their long-desired manager promotion to become a living hell.
In Greek mythology, the three-headed dog, Cerberus, guarded the gates of the Underworld so that no one (specifically, the dead) could get in or out without permission from the god Hades.
The better plan was to avoid heading hell-bound in the first place. The same is true when taking on a job as manager.
When it comes to hiring or promoting you as a manager, management is keenly aware of three things–your:
- Readiness and desire
- Knowledge and skills
- Fit with employees and peers
Management may or may not be right about you, but these are the criteria that they’re using to make the decision. In some cases management may or may not be effective themselves. So you need to be careful about how you hear and process their offer.
Demand to know.
All manager jobs are not created equal.
You need know what kind of work group, function, or cluster of departments you are to manage and whether you’re ready to grapple with the monster facing you.
Manager jobs essentially fall into three categories which means, to be effective, you need to know if you are cut out for the task.
1. Maintaining the status quo: When you take over a work group that works well together and consistently meets performance expectations, you need to be comfortable supporting the way things are being done. Your role is to keep the wheels turning, reinforcing what’s effective and collaborating with employees on any fine-tuning.
If you’re one who is numbed by the warm hum of a well-oiled machine all day or can’t resist poking the sleeping beast just to get a rise out of it, then this manager role isn’t for you.
2. Fixing a mess: Work group dysfunction, poor output, and/or declining relevance are often reasons why you’ve been chosen as the new manager. In these situations, processes are often broken, performance management is lax, and innovation is dormant. Your role is to make big change, deal with resistance, and take risks.
If you hate conflict, lack internal political savvy, don’t know how to leverage relationships, and are unwilling to be personally accountable for your decisions, then you need to rethink this job. Fixing a mess is arduous and often slow, so you’ll need to do some soul searching and/or even defer this kind of challenge for a while.
3. Creating something new: The need to create a new department spawns the need for a new manager. Sometimes a new product/service line is the reason or the need to expand or split an existing function. Your role is to organize, staff, and deliver results, dealing with doubters and managing expectations.
If you have a low tolerance for ambiguity, thin skin, fear of failure, and an inability to turn abstract ideas into concrete output, then starting from scratch may not be the best fit for you. When your manager job requires you to become an internal entrepreneur literally, that role needs to be in your blood.
Tame the monster.
Managing a work group can be exciting and fulfilling, but, like every job, it needs to fit you. Every monster can be tamed so you have to be smart about the ones you grapple with.
So look hard at the manager job you covet and make sure you’re clear about what you’d be getting into. Then take on the challenge with all you’ve got!
Image from PEU Report