IT Management Slideshow: IT Management Follies: Why New Bosses Fail

Office Star System

Organizations often follow a "promote the office star" system, which is inherently flawed. As a boss, the star is now responsible for the work of others as well as his or her own work.

Why former “office stars” often fail as bosses:

They prefer to be hands-on when it comes to tasks instead of managing their people. They expect employees to "just do what they did," but have no idea how to inspire such performance.

Imperative 1: Manage Yourself

Over time, demonstrate your command of issues impacting technology, organizational goals and broader industry dynamics to convey earned authority.

Imperative 1: Manage Yourself

Employees are more likely to buy into your vision when you're willing to make the same sacrifices yourself that you expect of them.

Imperative 1: Manage Yourself

Embrace crisis. There's no better opportunity to showcase your resolve than when your teams face an unexpected, red-alert crisis that threatens their mission.

Imperative 2: Manage Your Network

Your network consists of teams, and sub-teams within those teams. These are not only of your organization, but sub-organizations within. Understand and effectively manage all of these.

Imperative 2: Manage Your Network

Your team members will evaluate you based upon how plugged in you are. You will lose credibility if you're perceived as being out of the loop about what's being planned in the C-suite.

Imperative 2: Manage Your Network

Build your own "shadow" network. Deliver the best assets of your teams to address the needs of those in other departments so you can earn their support.

Imperative 3: Manage Your Team

Clarity counts. When team members fully understand where their roles fit into the department - and how department roles fit into your organization - they have a full view of why what they do is important.

Imperative 3: Manage Your Team

Find your personal decision-making sweet spot. A my-way-or-the-highway approach comes across as closed-minded and dictatorial. Conversely, constant consensus-seekers convey indecision and a lack of confidence.

Imperative 3: Manage Your Team

Bring the team to the customer. Whether internal or external, the customer is the ultimate gauge of performance. Encourage in-person and social-network contact between your teams and customers.