Manage others the way you would like to be managed.

Brianna Paton • September 26, 2019

A few insights for those who are stepping into their first-ever managerial role.

 

Having worked placing candidates within creative agencies for the last four years, some of the talented people I placed in Junior roles back in the day are now stepping into management positions.

This is an exciting and potentially daunting time and I thought it might be a good opportunity to share some of my experiences talking to candidates about their preferred way to be managed and hopefully provide a little insight.

 

Learn to let go.

I hear this one almost daily. Micromanagement is a sure-fire way to demotivate any staff member. It can leave your juniors feeling belittled and in extreme cases, powerless in their working environment. It also goes against the entire reason you have a junior report, to take work off you, not create more work for you.

How do you know if you are doing this? Learn to let go. Have faith in your junior(s) when delegating tasks with an expected ETA and instructions then sit back and let them do their job. Feedback is important once they have completed the task and if you need to give criticism make sure it's constructive and also coupled with some positives to boost their confidence. If you don’t see improvement moving forward you may need to look at the way you are briefing or delegating and ensure they are understanding your instructions. Remember not everyone receives information the same way!

 

Communication is a two-way street

You may need to use a bit of trial and error when determining the most effective way to communicate with your junior report. Is it a weekly or daily catch up? Is it face to face or a written task list?

Communication is key and making sure you are using the best methods to avoid any confusion is important. Investigate what you find to be most effective and then make this into a routine. Constancy is just as important as the communication itself.

 

Be approachable

You can’t schedule all communication; there will be times that sh*t hits the fan and you will need to be there as support if the situation is elevated. This requires you being approachable, so your report feels comfortable putting their hand up when things aren’t going right. This means you will have the opportunity to help them get back on track before the damage becomes long term and then the finger is pointed at you because remember, ensuring they are doing their job correctly is your job!

 

Celebrate the wins

As well as supporting and being approachable during the hard times it’s super important to celebrate the wins and promote positive reinforcement with your team. This can be anything from a “job well done” pat on the back, an email sent around the office praising their efforts, to a team lunch to celebrate and also bring everyone closer on a social level.

 

Remember you are their manager, not their friend

Boundaries in this relationship are very important and while we encourage healthy working relationships, in the early days it’s best to maintain a professional relationship. As time, trust and maturity grow you can begin to share more personal parts of your life but always maintaining your professionalism. This will have a direct impact on your juniors’ level of respect for you as a manager.

 

Know when to say no

There’s being approachable then there’s being taken advantage of. If you are too lenient on your report some (not all) will take advantage of this. This includes annual leave days, flexible working arrangements, punctuality and general fulfilments of the role requirements. If you are noticing a consistent lack in this, you may have to use your management authority to remind them of their job description.

To follow protocol, we suggest a face to face catch up to humanise the experience. Always make note of this in your files in case you need to reference in future. Failing improvement, you can move to a written warning and then followed by a performance management plan. Work with HR or senior management to put this in place.

 

Know who to ask when you don't have the answers

There may be moments when you don't know the best way to support the people you manage, and that's ok! Just make sure you know where to turn. This could be as simple as asking your own manager or HR team.

Alternatively, you may find the need to contact an external organisation with specialist knowledge. This could be as easy as calling your chosen recruiter for market-specific recruitment advice, or maybe an organisation such as Black Dog Insitiute, an organisation iknowho partner with. They provide free resources to help you to spot early signs of mental health issues and promote wellbeing within your team.

 

Overall, if in doubt remember back to your early days and those managers who had a positive impact on your career. You have the chance to make a real difference in this person’s life so even if your previous experiences weren’t that great – to quote Gandhi: “Be the change you want to see in the world”. 

 

For any further information or advice contact iknowho for a confidential chat.

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I recently had the pleasure of attending the B&T 30 Under 30 awards and had the chance to meet some incredibly talented rising stars in the industry. One standout was Aoife Lehane, a candidate we’ve had the privilege of working with, who was nominated and shortlisted in the Account Management category. Honestly, I wasn’t surprised at all—anyone who meets Aoife can immediately see how ambitious, creatively driven, and sharp she is. Here’s a look at her B&T 30 Under 30 experience and a glimpse into her impressive career: From starting your career in Dublin, to moving to Sydney and landing a fantastic role through iknowho at one of Australia’s top agencies, you’ve had an amazing career to date. Can you tell us a little more about your background? I have learned from some extremely talented people throughout my career to date and count myself very lucky to have had been afforded some amazing opportunities. I started my career at a boutique indie agency in Ireland where I got invaluable hands-on experience running my own accounts and pitching for new business quite early on. From here, I made the move to Droga5 in Dublin working on some of the agency’s largest clients. Whilst at Droga5, I went through a career crossroads moment where I was debating becoming a planner and actually spent 6 months working in the strategy department which I absolutely loved. This stint in strategy taught me invaluable skills that I use in my role everyday. Ultimately, I decided to stay in account management (if you hadn’t guessed!) as I couldn’t shake the curiosity of seeing the whole process come to life and the ability to really influence the work in all phases, beyond just what I touched in strat. It sounds cliché but I’m also a real people person and I thrive off building relationships. In my opinion, account management are the real beating heart of an agency, and I thrive in that role and the exposure it gives you to all areas of the business. When I decided that I was moving to Sydney I reached out to Riza at iknowho whilst still in Ireland. Not knowing the Australian market was extremely daunting but her knowledge and experience put me completely at ease. She really understood me, my ambitions and the type of agency I wanted to work in for the next chapter in my career and I couldn’t be happier with how it worked out. The calibre of talent in the mix was extremely high this year. How did it feel to be a finalist at this years’ B&T 30 under 30? And what inspired you to participate? I feel so incredibly grateful to have been up there with some amazing individuals who have achieved so much in their careers already. Personally, it was such a lovely moment to be recognised amongst such a talented group of people who have come from different backgrounds and corners of the globe. Having diversity in career paths and experience is so important for our industry to bring fresh perspectives and thinking – it only benefits the work, the people who make it and the people who see it. It was actually this time last year, seeing the finalists and the stories from past winners that inspired me to enter - I turn 30 this year so I figured if not now, when! What did you learn throughout the process of applying and what advice would you give to others looking to participate next year? Also, how did your agency help to support you in the process? I really enjoyed the process of applying and the moment of reflection it gave me on my career to date. So often I’m looking ahead to the next thing and don’t take the time to reflect on what I have achieved already. As someone who can be very hard on themselves, it was a really eye-opening and rewarding process to take part in. The 3 pieces of advice I would give to others looking to participate next year would be: 1: Think about the narrative you want to land from the start and how you weave that narrative through your response to the questions and constantly re-enforcing your point. 2: For me, it helped to get everything down on paper and then treat it as a bit of a creative review to condense and tighten (my first draft was 9 minutes long!) 3: Lean on those around you for their advice and point of view, you can get stuck in your own head when it comes to the submission, so it’s good to have those around you to offer that fresh perspective. I work with some very talented people who were extremely generous with their time not only offering me their advice and feedback but also their videography and editing skills to give my submission that final polish – it takes a village! There is no doubt that being a finalist helps elevate your profile, what other benefits do you see from being shortlisted and are there any other awards in your sights for the future? Not being from here it can be a little bit harder to “break into the industry” and make a name for yourself, as an expat I have found it hugely beneficial in that respect. Even this opportunity from the team at iknowho to do this profile piece has been really valuable and a great privilege that I don’t take for granted. In terms of personal awards, there’s nothing specific that I have my sights set on in the immediate, but I am open to whatever opportunities come my way. Forbes 30U30 would be a good one but I would want to get busy! What’s next for you, where do you see yourself in five years? Anyone who knows me has heard me say I want to be on that stage in Cannes.. so hopefully that will have happened. With the world we’re living in right now and the constant conversation around the value of creativity (which I believe is not only monetary, but also the value it provides to society) I’m driven by the opportunity to create something that people really connect with and makes a lasting impression in the world.. whether that’s as simple as just making people smile or changing societal behaviour for good - the pursuit of that is what drives me. I’m energised by working with likeminded people who share my ambition but not always a similar point of view. I love the process of sharing those different points of views and different ways of thinking and what brings to fruition. That to me is what makes the industry we work in so interesting and one I love being a part of. 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