Things are going great folks. The MT approach has made all the difference to my first 45 days as a manager. I credit M&M fully and have been spreading the word to my peers.
1. One-on-Ones - While everyone seemed reluctant at first, they all seem to now be using them and enjoying them. I need to chase them out after their half hour. Even my surly admin (the most vocal opponent) admits that they are useful. Some of the benefits have been that when my boss asks me what is going on, I actually have an answer. My directs give ME feedback on how I am doing and it's ALL positive...WOW. I hope its not all sycophantic in nature but these are not the type that sucks up much. That's one of the reasons my old boss wouldn't talk to them. It usually started an argument.
2. Strategy - Before I was promoted, I was eager to have a direction set for the department. We are, quite frankly, adrift. Things are going well but that is just because we are in safe waters right now. M&M and the rest of you all advised that I don't make any changes in the first 90 days. I didn't but I have been asking some pointed questions about where my team feels it should be going. Guess what? Just the questions are beginning to make changes in that direction. It seems that the team was just as eager to make a change in the right direction. They WANT to write a mission and vision statement so THEY can know where the department is heading and base their day to day decisions on it.
3. Effective meetings - I got some teasing from other managers about my effective team meetings presentation to my team (blatantly ripped from the pages of MT). What they don't realize is that my team now has a different outlook on our meetings with the "new" format and rules. Our meetings are getting done early, with real OUTPUT. 5 staff meetings and counting and my guy that used to fall asleep at every staff meeting, is acting as facilitator with real energy.
4. Delivering performance reviews - With my original direct (I have been her boss for a year), I used all the MT performance evaluation scripts that I could. I gave her a core message over and over again when I delivered the perf review. I just asked her to repeat her core message...she did! With my new directs, I am doing mid years with their former and my current boss. I will be doing their end years myself with his input on half the year. This is the first time that they had mid years. I went over my (MT's...hehe) ideas about perf reviews with him. He seemed unimpressed and told me that they were going to play me like a fiddle. He was wrong. I ask for feedback on most of the new things I am doing...I'm insecure. Both my original direct and the new directs, ended the reviews with the comment that they had just gotten the most professionally delivered review of their careers! Thanks MT!
Well that's plenty to chew on for now. I'll comment again in a month and a half.
Thanks, Mike and Mark for giving me what I need to do my job right! You really have made a difference!