Helena Stumpp

As a new IT manager, there are a lot of traits (like those listed above) that can help you be more successful. You also need to find ways to get your new team to work together effectively. Make sure to establish clear goals and expectations with your team. Encourage consistent collaboration where team members feel comfortable sharing ideas. Promote an open communication policy though meetings and discussions. Provide support and resources for work and skill enhancement. Celebrate your successes and acknowledge your failures so that your team can learn how to rebound together. And, build trust by being transparent and reliable.

It is critical for IT managers to keep as up to date as possible on a wide variety of knowledge. In fact, the sheer breadth of information we have to keep up with can be daunting. We need to be able to lean on our specialized team members and trust their input. My best asset for technical skills are the ones that reside in my team. My goal as an IT Manager was to hold an understanding of those skills, but allow my team to shine in their respective specialties to support specific initiatives.

For me, it always boils down to "lead by example". If I have not done it, am not willing to do it, or cannot do it myself, I have no business asking my team to do it for me. This does not mean that I am the only one getting things done, it means that my team trusts me to support their work just as much as they support mine.

Share the responsibility of delegation with your team. Ask them to "delegate" one of their tasks to you. Build the trust both ways.

Clearly Define Expectations: Clearly communicate the goals, objectives, and expectations for each delegated task. Provide detailed instructions and timelines. Empower Your Team: Delegate authority along with responsibility. Empower team members to make decisions and take ownership of their tasks. Maintain Open Communication: Encourage team members to ask questions, seek clarification, and provide updates on progress. Be accessible and approachable to address any concerns or obstacles that arise. Delegate According to Strengths: Assign tasks based on each team member's strengths, expertise, and interests. Match individuals with tasks that align with their skills and professional development goals to maximize productivity and engagement.

I have found that my biggest challenge is letting go of the control and trusting that others can take the reigns. As ITOM leaders, we can easily shift into micromanaging when we start to lose sight of the tasks we delegate. Which defeats the purpose of delegating to begin with. There has to be a strong culture of communication between you and your team and a verifiable understanding of goals and priorities.