New Team Lead Seeking Advice: How to Navigate One-on-One Meetings with My Team?

Hi,

I have recently joined a new organization as a team lead.

I am planning to have a one-on-one meeting with all my team members before I officially take over. (I have been in the company for a few weeks, so I know the team members superficially and have already taken the previous manager's opinion.)

I would appreciate any help, tips, or advice on what things I should discuss and ask so that:

1) I have more knowledge regarding that team member
- Ascertain how much of a team spirit that person has
- What his/her goal is
- Whether they would be open to responsibility
- Whether he or she has an attitude problem
- Whether he or she has a problem at work
- And what he or she thinks would improve that situation

2) How do I put forward my expectations?
- Commitment to the team
- Being a team player
- Commitment to given work
- Meeting deadlines
- No excuse for tardiness/laziness
- More ownership and responsibilities by each member
- More team interaction
- And no nonsense with attitude within the team

I hope you understand what I want to convey and also see the need to know if I assign a mid-level supervisory role to any of them, would other team members take it well or would there be internal conflict.

Thanks

Hi Dimitrz,


After a long time came across a good query!.

Let me this opportunity to congratulate you on your new assignment. Very few leaders/Managers think this way when they join the new organization.

I have recently joined a new organization as a team lead.

I am planning to have a one on one meeting with all my team members before I officially takeover.
(Have been in the company for a few weeks so I know the team members superficially and have already taken the previous managers opinion)

I would appreciate any help/tips/advise on what things should I discuss and ask so that
1) I have more knowledge regarding that team member
Ascertain how much of a team spirit that person has
What his/her goal is
Whether they would be open to responsibility
Whether he or she has an attitude problem
Whether he or she has a problem at work
And what he or she thinks would improve that situation

Ask your HR department to prepare the template about the team members about their past career profile, responsibilities handled and achievements in the current organization. Review the same with the assistance of the current employee who may not in the same department or someone whom you can rely upon.

Based on the information, do have a one to one meeting with the team members and assess them in above parameters which you have raised. Issues pertaining to attitude and responsibility needs to ascertained before the meeting which should be verified during the meeting.

Also, draw a plan on their goals/KRAs for the next six months and also their training needs as well. Also, specify and quantify the results expected from them.


2) How do I put forward my expectations?
Commitment to team
Being a team player
Commitment to given work
Meeting of deadlines
No excuse for tardiness/laziness
More ownership & responsibilities by each member
More team interaction
And no nonsense with attitude within the team

Hope you got the point what I want to convey & at the same time understand, I also need to know if I assisgn a mid supervisory anyone of them would other team members take it well or would there be internal conflict.


These issues can be discussed during the meetings and spell out the same by giving them a note as what do you expect out of them.

Do BCG matrix on these team members and identify the stars and more importantly dogs as well to ensure to know what profiles/ new employees are needed over the next 3-6 months.

Coming to you..would recommend that you should avail the facility of Executive Coach or do your assessment of your leadership skills as where you stand and areas of improvement. After a year or so do take 360 assessment of self as well.

Would recommend the book “ Drive your people wild without driving them Crazy” by Jennifer White.

Best wishes !

Rajat