In life, we all juggle numerous roles.
I’m a mother, a partner, a daughter, a friend.
Each role comes with its own “hat”, representing the role play we are about to play. How we adapt to switching between these hats is deeply connected to our understanding of the interplay between perceptions and expectations of people around us, including ourselves.
Management is another role, another hat you wear when you become a manager. Initially, this hat might feel heavy or uncomfortable (or not), but over time, you'll adjust it until it fits better.
Taking on a managerial role brings with it a set of high expectations. You have your own perception of what kind of manager you’ll be, and there are external expectations as well—from your manager, your new team, and even your partner at home. Balancing these expectations can be like juggling balls in the air, a mix of excitement and anxiety. Being aware of these feelings is crucial for a successful transition into management. Yes, we are talking about transformation.
So, how do you manage these expectations? I'd like to introduce a new tool for your toolbox: the “Role Perception Navigator.”
I use this tool in almost every 1:1 consulting session I have with managers at my clinic, and now I’d like to share it with you. It’s a platform for deeper work we can do together in several sessions. DM if you need support and interested.
The Venn Diagram: Integrating the Three Circles
Imagine a Venn diagram where these three circles of expectation overlap:
1. Subjective – Personal Beliefs and Perceptions
This circle represents your internal view of your role, including your self-identity, personal goals, and leadership style.
How you view your responsibilities, your leadership style, and your personal goals and aspirations.
2. Objective – Organizational Goals and Job Description
This circle includes the concrete, measurable tasks and goals set by your organization, outlining what success looks like in your role, essentially your job description.
Specific targets, key performance indicators (KPIs), and deliverables that you need to achieve as defined by your role within the organization.
3. Normative – Cultural Norms and Values
This circle encapsulates the unwritten expectations, cultural norms, and values that influence how you are expected to behave and interact within the organization.
Expectations around behavior, communication style, teamwork, and organizational culture.
Self-Role Perception: The Intersection
The intersection of these three circles in the middle of the Venn diagram represents your Self-Role Perception. This is the point where your personal views, organizational goals, and cultural norms converge.
Your self-role perception is not static; it’s constantly changing. It evolves as you gain experience, receive feedback, and as organizational objectives or cultural norms shift.
Being aware of these three circles allows you to continually adjust and refine your perception of your role, ensuring you stay aligned with both personal and organizational expectations.
This tool is one of the most important tools in your mental toolbox because it helps you practice awareness and sets you up for success. By being mindful of the subjective, objective, and normative aspects of your role, you can better navigate the complexities of management.
Being able to discuss this with your direct manager, mentor, or employees (each at its own level of vulnerability) provides you with the right platform to better understand yourself and each other. Striving for alignment among these three areas can help you fulfill your role more effectively, leading to personal satisfaction and professional success.
We know everything starts and ends with personal relationships and communication, right? 😊
Practical Steps to Implement the Role Perception Manager
Identify Subjective Expectations:
Reflect on your personal beliefs, feelings, and perceptions about your role.
Consider how your personality, strengths, and values influence your view of your responsibilities.
Clarify Objective Expectations:
Review your job description, organizational goals, and KPIs. Talk to your supervisor!
Understand what success looks like from an organizational perspective and what specific tasks and goals you are expected to achieve.
Understand Normative Expectations:
Observe and learn the unwritten rules, cultural norms, and values within your team and organization.
Pay attention to how people communicate, collaborate, and handle conflicts.
HR can and should be a key player for your success!
Find the Overlap:
Use the Venn diagram to visualize where these three areas overlap.
Identify any gaps or misalignments and consider how you can address them.
Adjust Continuously:
Regularly revisit and adjust your self-role perception based on feedback, changes in organizational goals, and evolving cultural norms.
Seek feedback from peers, mentors, and team members to gain different perspectives and insights.
To conclude:
Using the Role Perception Navigator and understanding the overlap of subjective, objective, and normative expectations allows you to develop a well-rounded and adaptable self-role perception. This approach helps you stay aligned with personal and organizational goals, navigate cultural norms effectively, and set yourself up for continued success as a first-time manager.
Let me know if you need any further support. I will love to hear about your role perception 😊
Please feel free to reach out. I am here to provide further insights and assistance.
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