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>> No. 13367 Anonymous
12th February 2020
Wednesday 10:06 pm
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I've gotten myself promoted to a management position because I did well at interview. My issue is that I've skipped a level in my career and in my current role have been doing technical work where it has not been possible for me to experiment managing apprentices (nor have I received management training).

This will therefore be my first experience in line management and I will be managing people who sit at my current level in a different area. Can any of you provide advice on being a good manager? I'd hate to break someone or have my incompetence exposed.
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>> No. 13368 Anonymous
12th February 2020
Wednesday 10:58 pm
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Think of the good and bad qualities you have observed in your own managers over the years. Shape your behaviour accordingly.

Personally, I think the most important quality is to be that manager who just gets things done. People will put up with a range of personalities and management styles so long as they know that if they come to you with anything, it'll get sorted and sorted fast.
>> No. 13369 Anonymous
12th February 2020
Wednesday 11:45 pm
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I've only managed a shop full of spod teenagers, unless you count running a band as a form of management, but I can only say this:

Manage pragmatically.

By that I mean, don't be that cunt who expects people to just try harder because you tell them to, or expect them to deliver deadlines because you said so. That isn't how people work and never will be in a million billion years. What you instead have to do is give tasks to the people who are most likely to do them, you have to give people the jobs they hate the least, that sort of thing. Your job is minimising friction, not cracking the whip.

The best sort of managers are the ones who are good at observing their people and sussing out what their actual strengths and weaknesses are, and working around it with a bit of give and take. The worst sort of managers are the ones who prioritise petty bullshit like reprimanding someone for being five minutes late, over expending their effort on something that actually makes a difference to your team's outcomes.

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