Build both accountability and managerial skills, especially in newly-promoted managers.
Instead of asking a manager for detail on project progress, ask what he or she needs to do in his/her organization to ensure that projects are completed on-time. In the first case, you’re asking the manager to revert to past behavior and act like an individual contributor again. The manager thinks that you want him/her to personally take action and personal responsibility to move projects along or intervene for specific results.
What you want to do is get him/her thinking like a manager – ask what needs to be done in his/her organization to ensure projects are completed on time and standards are met.
It’s an important difference because one kind of question causes regression to past strengths, the other helps grow managerial skills.
Copyright 2018 Bob Legge
Bob Legge has an unmatched ability to help CEOs, presidents, and senior leaders discover opportunities to become effective leaders and grow their businesses while mastering work/life balance. He has worked with leaders of Fortune 1000 and mid-market companies across multiple industries and five continents to achieve dramatic results, such as 600% revenue increase in three years. Personally, he enjoys sailing where both his strategic abilities and tactical skills help him see interesting places while having a fabulous time with friends and family.
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