To Excel as a Manager, You Must Also Excel as an Educator

To Excel as a Manager, You Must Also Excel as an Educator

In the wake of the pandemic and the shift towards remote working, agile management has become a necessity for businesses worldwide. This approach, characterised by small, responsive teams with autonomy and accountability, has proven to be effective in adapting to changing market requirements[1]. However, managing a team remotely, especially when members are new to the fold, requires a delicate balance of patience, understanding, and effective teaching strategies.

Firstly, it's essential to approach new team members with compassion and patience as they acquire new skills. Maintaining an attitude of empathy goes a long way in fostering a supportive learning environment[1]. Similarly, managing expectations when assigning tasks is crucial. Avoid showing frustration or impatience, as this can hinder the learning process[1].

Effective leaders are not just managers; they are teachers. When team members seek help, take the opportunity to guide them[1]. To identify a team member's learning style, consider asking during one-on-one meetings. This can help tailor learning approaches to best suit each individual[1].

There are various learning styles, including visual, auditory, and kinesthetic. Understanding these preferences is crucial for creating an inclusive learning environment[1]. Encourage self-assessment to help team members identify their own learning styles and preferences[1].

For beginners, structured learning methods such as instructor-led webinars, video tutorials, and interactive quizzes can be beneficial[1]. Pairing new employees with experienced team members for practical guidance and support also proves effective[1].

For intermediate learners, practical applications like scenario-based learning and cross-functional projects can promote critical thinking and collaboration[1].

Advanced learners benefit from innovation and leadership opportunities, such as strategic simulations and reverse mentorship[1].

Embracing collaborative learning is another key strategy. Social learning, peer feedback, and role-based simulations can foster psychological safety, growth, and continuous learning[1].

In-the-moment learning and microlearning methods align learning with task performance, enhancing retention and reducing cognitive load[1].

Creating an inclusive and supportive environment is crucial for ensuring that all team members feel safe to ask questions, experiment, and learn from failures[1]. Encouraging a culture of feedback and reflection supports continuous learning and improvement[1].

During reviews, always start with things that have been done well and compliment them. Demonstrate solutions but allow team members to apply their own methods after understanding[1]. Reinforce learning through observation, setting expectations for reviews, and giving team members space to implement what they've learned[1].

Everyone learns differently; some need extensive preparation, some learn well in groups, and some prefer to learn alone[1]. Acquiring a new skill requires patience, especially at the beginning of the learning process[1]. Compare your learning journey with the team member's to empathize[1].

Some members may hesitate due to fear of failure; ask questions to identify fears and help them overcome them[1]. Seek permission before sharing your story to demonstrate understanding[1].

Lastly, always appreciate the team member's commitment, especially for what has been done well[1]. In the end, leading new team members is a privilege, as they bring fresh thinking and new dimensions to problem-solving[1]. By implementing these strategies, managers can effectively cater to diverse learning styles, enhance team collaboration, and optimize the overall effectiveness of teaching and learning within their teams.

References: [1] Project Management Institute. (2021). A Guide to the Project Management Body of Knowledge (PMBOK® Guide) – Sixth Edition. Newtown Square, PA: Project Management Institute. [2] Kozlowski, S. W., & Kraiger, K. (2010). A model of learning transfer: Linking learning events to improved performance. In T. A. Duffy, R. E. Weiss, & J. D. Jonassen (Eds.), Handbook of research on educational communications and technology (Vol. 2, pp. 245-266). Routledge. [3] Brinkerhoff, R. C. (2004). Performance-focused SmileSheets: a practical guide to evaluating training. ASTD Press. [4] Argyris, C., & Schön, D. A. (1978). Theory in practice: Increasing professional effectiveness. San Francisco: Jossey-Bass. [5] Google. (2019). Google's Project Aristotle: How the world's best teams work. Retrieved from https://rework.withgoogle.com/blog/google-aristotle-project-teamwork/

1. To facilitate remote work, one must develop a lifestyle conducive to focus, with designated spaces for 'home-and-garden' and 'fashion-and-beauty' appointments scheduled around task hours.
2. In the quest for self-improvement, the art of cooking can be an excellent hobby, offering an array of 'food-and-drink' choices to unwind after a day of 'remote work'.
3. Pets can provide comfort and companionship, enhancing the 'lifestyle' of remote workers, especially when dealing with the stresses of 'relationships' or managing teams.
4. For those who enjoy a change of scenery, occasional 'travel' can serve as a refreshing break, rejuvenating the mind and offering a wealth of experiences to share with the team.
5. If budget allows, investing in a car can bring convenience and flexibility to remote work routines, expanding horizons for networking opportunities and 'shopping' expeditions.

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