At the age of 29, I found myself on top of my game. I was just hired as the Director of Social Services for a reputable non-profit agency in Rhode Island. My life definitely changed for the better, I suppose! I embodied the young, fly and overachiever status because I wanted to become an Administrator ever since I graduated from undergraduate school. I remember taking a Social Service Management class in graduate school thinking I found my calling. I was proven wrong once I actually became an Administrator.
Becoming an Administrator at 29: I remember preparing for my interview with my former supervisor and the Regional Social Services Director. I wore my Black power suit, had my natural hair in an updo and ready to answer any challenging and curve ball questions about my leadership skills, communication skills, public speaking skills, and defining my work ethics. I exude confidence because I was called to become a leader at a young age. I am in my prime with real life social services experience, you would regret not hiring me.
During the interview, I totally aced the questions and displayed my true vulnerable side of wanting to become a leader. Becoming an Administrator is not a difficult task, the difficult part is managing people who are seasoned employees. I found myself alone during this era because I did not have a mentor nor coach internally who truly had my back and provide support. I had a temporary mentor which was my supervisor who busy, loving and overwhelmed within his role. This same supervisor was eventually transfer within six months of my tenure as Director of Social Services.
I led and managed five case managers who happened to be older, seasoned and skeptical of my arrival. I had to gradually build rapport, lead the team, pull up my sleeves and get dirty all while trying to keep a healthy boundary and working relationship with my team. I also had to constantly problem solve, check my emotions, communicate in a clear, concise and direct manner and affirm my case managers. I had a few dark moments as a supervisor in which one of the main case managers felt that she could override my authority any moment she felt the opportunity to do so. (sigh) Many young administrators are not prepared to handle difficult workers within the workplace.
I had to quickly learn how to establish boundaries within a supervisor/employees role. This particular case manager was just overall difficult to the point, I had to constantly remind her that I was her supervisor, reprimand (provide warnings) and even directly confront her in a professional manner. I believe she was one of the most difficult people I ever met but I respect her work ethic and compassion and eventually discovered her strengths and focus on that and celebrated every small victory we had because we need to celebrate something punitive to get through our work week.
If you are a young, fly and overachiever who is interested in becoming an Administrator, here are five helpful tips for you to effectively manage people.
1.
Communication! Communication is key to a successful, working relationship. In order to lead people, you must communicate in a clear, concise, direct and consistent manner. If your team/employee appear lost in translation when you communicate to them, please communicate on their level. Have weekly/biweekly meetings to discuss issues, celebrate victories, discover your employee's strength and cultivate a working relationship. Display that you have their back by actively and mindfully listening to them because honestly your front line staff have the 411 on a lot of things. Pay attention, listen and communicate.
2
. Be Visible! Led by example and guide your employees. Don't just into a new work environment and change things immediately because it is not done your way. You have to go slow, assess what's working and what's not working. Ask questions, be open for answers and be present. When you are present, not only are you leading but it shows that you care about the work that is being done by your employees and agencies. Be visible and present for meetings, events and for employees. Don't go back to your cushion office and hide from the problems of the workplace. Your presence is meaningful to the employees because it shows that you are invested in them and the agency.
3.
Delegate! Many Administrators are not only overachievers but some are control freaks. Some Administrators feel that no one can do a better job at their job but them. Hence, why many Administrators don't delegate task and assignments because they are fearful that the employees are not equipped to handle various tasks and duties. Let go of the control and delegate task and assignments with a timeline. If you feel that your employees can't handle a task or duty, check in with them during their supervisory meeting time to see how you can provide support. Proving support and taking back the task and completing for them is hindering their work and experiential learning experience. Once again guide and empower your employees to invest in their professional experience.
4.
Celebrate Small Victories! Your job as an Administrator is already difficult enough. You have to research and write grants, sit on an executive board, write quarterly reports, manage people, attend to crises and etc. Every now and again you must celebrate small victories. For instance, I wrote a grant to receive a six figure grant to restore, revitalize emergency assistance such as food for the food pantry, utility assistance and clothing vouchers. When we won that grant, we celebrated by throwing a block party for the neighborhood and had an internal party. You have to celebrate the small victories because you will perish and become disgruntled very easy if you constantly focus on the negativity of the job. Also, when you celebrate small victories, it will lessen the turnover rate at the job.
5. Invest in Your Employees and Self! As an Administrator, one of your role is bringing out the best in your employees and within yourself. You want your employees to thrive and grow within their position. You want to help them maximize their full potential by discovering and focus on their strengths. Continuing education, workshops and webnairs are great ways for you and your employees to grown and learn.
Coaching question: Are you a leader or a boss? What challenges do you need to overcome in your current position in order to become a better leader? Share your comment below in the comment section.
Thank you for reading Brown Girl From Boston!
Your sister-friend,
Drea!
