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Yeah, But What’s the Job Really Like?

Posted on April 29th, 2011

We read job descriptions all the time here at Rogala & Orr. Any time we assess a candidate we like to know what our client thinks the job will be. It’s good practice. At the same time, many job descriptions are dry, bullet-pointed lists that don’t sound like much fun. The job ad post for a reporter role at the Sarasota Herald Tribune (link below) is classic. I wish I could write like this.

Link to Ad Post.

Filed under: Careers | No Comments »

New Role? No Rules? Whaaa?

Posted on April 18th, 2011

Only 1 in 10 people receiving promotions say that they received any training for the role.  Typically, they report to the new role and are expected to automatically understand the requirements.  You’ve been promoted because management believes that you’ll figure what to do.  Moonie the Magnificent (Link), one of our favorite performers, does a Rennesaince Faire act where the only words uttered are a single “DON’T SCREW UP!” Lots of promotions feel like that.  You’ve been given the vote of confidence and expected to figure it out.  So how do you get off to a good start? Here’s a quick list to keep in mind:

  • Talk to as many people as you can.  Your new boss, your staff, your customers (internal and/or external) and any company functions with which you will intersect.  Get their view of your groups strengths and weaknesses.  As about the working relationships between your group and others.  Pay most attention to what your boss is expecting.  If you see conflicts between his/her goals and what you are hearing from others, talk it over.
  • Look for a couple of quick, easy wins.  If you can fix something that everyone agrees is a problem, they’ll know that you’re listening and that you care.  Off to a good start!
  • Assess your own skills.  Chances are that you were chosen because of a perceived match between the job and your skills.  Don’t let it go to your head.  Figure out where you need to shore up your own skills.  Ask for training, study on your own or do anything to improve.

Remember- part of what spells success as you take a step up is your ability to assess new situations and adapt your approach/skills/style to meet those needs.

Filed under: Leadership | No Comments »

Congrats! You Now Manage Your Ex-Peers!

Posted on April 11th, 2011

It’s a common issue.  Your manager moved on, you applied for the open position, were chosen and now get to manage the people that used to be your peers.  A recent article in the Wall Street Journal described the common issues that one faces in this situation.  They are:

  • Discipline
  • Delegation
  • Former peer who also wanted the job
  • Balancing professional and personal relationships
  • Building credibility with new peers

We won’t repeat all of the details here.  Click on the link at the end of this post to read the original.  Our experience here at Rogala & Orr suggests that there are a couple of factors that help one be successful when in this position.

First, people who always knew that they might someday step up to managing their peers tend to transition more successfully.  Knowing that they might have to deal with the above issues helps them to manage their peer relationships in such a way that there is no baggage when they step up.  They’ve acted just a bit more professionally than average, they’ve treated their jobs responsibly and left no trail of embarrassing “road stories” with their peers.  So they limit any misperceptions that peers might have about them operating at a higher level.

Second, they tend to bring their peers along with them as they step up.  They know what their ex-peers think about their jobs, the company and the way they’ve been managed.  Making an attempt to fix obvious problems builds credibility with the new direct reports.  It show’s you listen and take people’s thoughts seriously.  As long as a new manager keeps the company’s bottom line in mind as they address issue, everyone wins.

As with any change, seeking out those who have gone before and listening to what they have to say never hurts.  Most managers who have to oversee their old peers will lose a little sleep worrying about doing it well.  Losing a bit of sleep is fine.  It shows that you care about the impact you make.  Learning from the experience of others will let you target your efforts a bit more easily.

Link to original article.  Click Here.

Filed under: Leadership | No Comments »