In recognition of ShiftED’s upcoming anniversary, we’re back this week with part two of our Coached by Vanity series. Last week, we met Mismatch who was dealing with the stress of realizing that a new job – and the racist culture there– is not for you.
In this week’s letter, we’re covering a topic that many women of color will be faced with at some point in their career: management.
Let’s be real – it’s not for everyone. While the potential of a higher salary that may come with being a supervisor is a plus, it’s not the end all be all. But for those who are desiring to step into their leadership as a manager, how do you make the transition successfully?
Check out this week’s letter for how I’ve supported clients in a scenario that many women of color find themselves in as they advance in their careers:
Dear Vanity,
I just accepted a new job, and while I’m excited for it, I have to be honest that I’m nervous about having management responsibilities for the first time. Other than working with a few vendors and consultants in past jobs, I’ve never had to be accountable for an entire team.
I love what I do and feel confident about my skills, but management feels like a different ball game. How would you approach this?
I’m also afraid of leaning too heavily on my own supervisors, as I don’t want to be seen as incompetent, or make them question their confidence in me. How can I make this a good experience for myself and my new team?
-Nervous Wreck
Hey Nervous Wreck,
First things first, congratulations on your new role!
It’s natural to feel nervous about a new experience. In this case, it shows that you are self-aware and willing to do the work to become a great leader. We need more people like you in management!
One of the most important steps you can take while transitioning into your new role is advocating for yourself to have access to professional development opportunities for managers. If it’s not something that was discussed during your hiring process, you can frame this to your own supervisor now by saying that you want to be successful in the role, and would be eager to enroll in training for managers to support you in building this new skillset. It’s not being needy to ask for this, either; it’s responsible, and will likely assure your superiors again that they made the right decision by promoting a person who will take initiative.
Many colleges and universities provide certificates for leadership and management, and you can specialize your course topics based on the areas you think you need the most support in. Even if your company has some sort of training that their managers are required to take, additional courses will give you the boost in confidence that you’re looking for.
And of course, you have me! It’s okay to lean on your community of mentors and supporters as you make this transition. Your organization likely has a professional development budget, and you can ask to use it to cover our executive coaching sessions over the next few months.
But more than anything, I want you to breathe. While we're taught to second guess ourselves, trust that you are capable and will be successful in this new position. Management is less about getting it all right all the time, and more so about being adaptable and responsive to your team’s needs and challenges as they arise. You may not be able to turn every detail of the work in your favor, but you can:
Build Trust: If you take the approach of trust being given and not earned, your team will respect you for valuing what they already bring to the table. Establish a cadence early on for one-on-ones with everyone on your team, and all team meetings.
Be Willing to be Wrong: There’s a learning curve over the first few months to a full year for any new job, and you won’t get it right every time or have all the answers. You become a great manager by accepting this and showing that you’re comfortable taking and implementing feedback. Humility doesn’t make you incompetent – it shows that you’re willing to learn and grow.
Be Confident: You were hired because you have a specific skill set that your company needs. You mentioned already that you’re confident in your skills, so hold on to that feeling and don’t doubt yourself. While it’s no secret that women of color, and Black women in particular, are susceptible to harmful biases and racial aggressions, it doesn’t mean that you have to shrink yourself to make anyone else feel comfortable. Walk in there (or join your Zoom calls) with your head held high.
Get to Know Your Team’s Goals: What separates good managers from great ones are those that support their team in reaching their goals both at your current company and beyond. Get curious about what they want to achieve within the company. For those that may be ready to move on, don’t push them out – support them in taking on more fulfilling projects while they are there.
Set Clear Goals: Clear, attainable goals give your team a shared vision of the work and a strong understanding of what your expectations are for them. Clear goal setting also means making clear what isn’t a priority at the moment. Getting alignment on your goals as a team early on is critical for your success, and helps your team feel confident in your leadership.
Nerves are natural, but trust the journey – you got this girl!
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