I hear it all the time, company scaling fast, maybe 200 + people on board or even 1000+, 3 or 4 years in. The functional teams are growing and need managing more closely, You are good at your job, getting good reviews and now prime to be given that first non task orientated management role. Even if it is only 2/3 people, maybe some older than you, you were promised training, but what with the growth and pressure of work the company has not managed to get round to that yet. So you are a little lost, a nice person, well liked, maybe even a good communicator, but in reality now really worried about how to handle all this.
Well the first thing is not to stress too much or panic, the company has failed you a little here, even if they have been great in most other areas. Let them know in a professional manner, nothing over the top, that you really could do with a basic principles of management course. Either bought in to be run in-house or which I think is better offsite, with other company’s people so that you can share experiences together. In the interim pick up some of the better known handbooks on management, the difference between task and people management. There is no shortage on-line or off or recommendations, Peter Drucker’s “The Effective Executive” is a good start, this stuff tends not to date.
So what is this PODC in the headline? Something I was taught over (well let’s not say how many) years ago when I was in my first team leader role in a multinational telecoms company. I too was a young sales hotshot, dumped into the role because of my outstanding sales results, not a grounding for management, as I was a killer loner, which is why I usually won. Luckily they did train me, as was the nature of big companies in those days, with some of the best trainers in the business. PODC has stayed with me across the years from managing small or large 100+ teams in big established companies to whole companies as Founder/CEO of entrepreneurial start-ups.
It is a very simple framework for most things that come across your desk when you are moving at speed and juggling balls..
PRIORITISATION: Set out the key things that you want to achieve, the must haves over the next month or quarter that you can hang your hat on as success in relation to how your particular organisation makes up the count.
ORGANISATION: Set up you team’s resources to be able to deal with the priorities you have set. Work with the team to discuss what they are being allocated and your expectations of how they will approach their tasks and allocation of their time.
DIRECTION: Now walk the talk, management is about communication and support of the team to help them exceed their targets and make them feel good about the process. Don’t shy away from conversations if someone is struggling or going off at a tangent, keep talking and inputting.
CONTROL: Measurement and a checking process is a constant to keep moving in the way you want the team to grow and win. Results positive or negative are valuable, so gain ongoing feedback as well as the ultimate scores at the end of this particular set of tasks. Then reflect and do it better next time.
There is a lot more to this as you can imagine and years of experience help, but it is good place to start and hang on to when the whirlwind seems to engulf you, always good to return to base and map it out, your people will thank you for it.