Building self-awareness about your strengths and challenges is critical when you step into a managerial role.
When I was an executive at Google, I worked with a talented manager who had one big flaw: He told his team“Eli” often broke company news to his team before anyone else had a chance to share it, or worried his team members by telling them how stressed he was about, say, a reorganization of our division. When I talked to him about it, Eli agreed that this was a problem. But he would not change his behavior.
I don’t consider myself a heavy extrovert, for example, but I do need to talk out my ideas to arrive at the best answers. If you’re more extroverted, you may find that talking through a challenge with a colleague or collaboratively problem-solving with your team will help you come to a more thought-out conclusion.
Task-oriented people tend to pay more attention to the most efficient way to get things done and less to generating buy-in around the right approach. Folks who are more people-oriented tend to build consensus around the path forward, but they may lose sight of completing the task efficiently in the interest of bringing people along.
For example, as a director, I know that when faced with a problem or an urgent situation I tend to be too quick to jump to action. Instead, I try to follow this rule in team settings: Before jumping to solutions, I ask a question first. This keeps me from moving too quickly and helps my team work on their own problem-solving skills.The next step is to identify the values that motivate you. The combination of your work style and values guides how you lead and collaborate with others.
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