Are you determining your agency’s long-term business strategy? Only you can do that. Are you making a screening call with a new sales prospect? Delegate it. If you do everything yourself, you won’t be doing your job as a leader. Instead, set a vision, hold your team accountable, and train people along the way. You may also be interested in: Tips and tricks for managing remote employees. 2. Avoid overload AND get results As an agency leader, you’ll be doing a lot of work on your own, but your team’s success is your success. Once you accept that his job is to get results through other people, it’s important to avoid overload and keep your own schedule free for big opportunities. Do you miss seeing tangible results every day? Take up a physical hobby or start a side hustle.
That means scheduling a “head down” time. Schedule your email, voicemail, and instant messaging to manage customer and team expectations. For example, turn on your “out of office” emails to say you’ll get back to them tomorrow. Or direct Dominican Republic WhatsApp Number List people to another team member for client work. Train your employees to respect your “head down” time, including how to communicate with you in another way. Instead of coming to you for every approval, give them the authority to approve certain things and show them how you want items scaled. For example, you can train them to start with email, then escalate to instant messaging, and then contact you directly after their on-call time is up.
Get Results Through Others
“Don’t expect employees to read your mind. Make sure your team understands your values, goals, and resources (VGRs), so they can use them to make better decisions.” However, this comes with a caveat. Don’t expect employees to read your mind. Make sure your team understands your Values, Goals, and Resources (VGR), so they can use them to make better decisions. Finally, don’t leave things to chance or assume your team will be able to memorize everything. Write it. Or, rather, delegate by writing it (your time is worth $1,000/hour, remember?). In fact, make someone else on the team responsible for taking meeting minutes. This will help ensure that your team members walk away from meetings with actionable items…and so you’ll have fewer low-value actionable items yourself.
Your goal during those meetings will be to get as many of those actionable items off your own plate as possible (and assign them to the right person). Team management skills: a team 3. Build your A-team Of course, accepting the need to get results through others is easier when you have a team you can count on. Contrary to what many managers think, reliability does not necessarily depend on how much they know or their skill level. Instead, it has to do with whether they are “new string” or “wet string”. The concept is that new string is strong, while wet string is unreliable. Employees who qualify as “new rope” help drive your agency forward; they take the initiative to make your life easier, they get things done, they think beyond their job description, they are resourceful, and they are committed to continuous improvement.
Avoid Overload and Get Results
Those who are “wet thread” make life difficult for you (and probably others around you). They cause drama, demand more supervision from you than their role requires, deliver mediocre work, fall short of expectations, always put themselves first, ignore agency and client priorities, and never seem be there when you need them. “When recruiting, make sure you hire a new rope, not a wet rope.” When recruiting, be sure to hire new rope, not wet thread. What if you have employees who qualify as wet string? Give serious consideration to whether they are worth keeping. As a manager, it’s also important to commit to coaching your team to improve (this activity is worth $1,000 per hour). If someone does something right (or wrong), explain what worked and what didn’t.