What do you do if you want to transition into People Management and need inspiration from success stories?

If you want to transition into people management and seek inspiration from success stories: 1. Research successful people managers in your industry or field. 2. Read biographies, articles, or watch interviews featuring renowned people managers. 3. Seek out mentors or network with experienced people managers for insights. 4. Attend industry events, webinars, or conferences to learn from successful leaders. 5. Join professional networking groups or online forums focused on people management. 6. Look for case studies or success stories of companies with strong people management practices.

Five things to do when transitioning into the people management role: 1. Evaluate your strengths, weaknesses, and interest in people management roles to determine if it aligns with your career goals. 2. Express your interest in transitioning to people management to your current employer and explore opportunities for mentorship or leadership development programs. 3. Volunteer for cross-functional projects and responsibilities to gain relevant experience and showcase your capabilities. 4. Invest in developing essential people management skills such as communication, conflict resolution, coaching, through training, workshops, or online courses. 5. Connect with professionals in people management roles to learn from their experiences.

In my personal experience, career shifts mostly arise from opportunities. I believe that it is a decisive factor and, a motivation if you would like to define that way, to be open to challenges and willing to grow. It applies for a people managment path or any other professional plan you may have, since opportunity is a key driver. Of course that knowing what you want and pursuing it will help and, in fact, will bring you close to the potential opportunities and those opportunities may turn into real roles when you built trust and relevance on yourself.

To transition into People Management and find inspiration from success stories: 1. Read about successful transitions to understand the challenges and strategies. 2. Connect with mentors who have made similar moves. 3. Learn from others’ experiences, both successes and failures. 4. Attend workshops or seminars on leadership development. 5. Reflect on your own strengths and how they can be applied to management. These steps can provide motivation and practical insights for your journey into People Management.

Reflecting on my path to people management, I've realized that understanding your "core motivations" is pivotal. It's about aligning your personal values with the role's demands. For me, it was the drive to "empower others" and the desire for a "broader impact" within the organization that steered me towards this career. It's essential to weigh how this shift will touch every facet of your life, from work dynamics to personal development. The lure of growth, influence, and, yes, financial rewards were factors, but the real joy came from fostering a team's growth and seeing individuals thrive under my guidance.

Trabajar en un puesto de management implica que dejas de lado tu "yo" y trabajas al servicio de las personas. No todos están dispuesto a eso, tal vez muchas veces pierdas el protagonismo en situaciones. Pero está demostrado que la mayor satisfacción que existe para el ser humano, es brindar servicio a las otras personas. Encontramos una motivación genuina en estas conexiones.

Start by researching and studying the careers of successful people managers. Look for individuals who have made significant contributions in the field of people management or have achieved notable success in leading and developing teams. Read their biographies, articles or interviews to gain insights into their journeys and strategies.

There are two kinds of people managers: 1) Those drawn to or who naturally assume the responsibility. 2) Those who suffer the burden. The skeleton key to unlock the hidden potential of both? EMOTIONAL INTELLIGENCE. And it all starts with self awareness! Master this, and you'll {eventually} master your universe.

- Embrace a growth mindset in your mentorship journey, viewing challenges and setbacks as opportunities for learning and development rather than obstacles to success. - Don't underestimate the value of peer mentorship; seek out colleagues or peers who may be at a similar career stage or facing similar challenges, and leverage each other's experiences and perspectives to support one another's growth and development. - Remember that mentorship is a two-way street; while you benefit from your mentor's guidance, don't forget to pay it forward by mentoring others who may be earlier in their careers or seeking guidance in areas where you excel.

Suche Dir ein Role-Model! Es ist immer hilfreich zu jemandem Kontakt aufzunehmen, der in der von Dir angestrebten Position ist. Dies gibt Dir die Möglichkeit konkrete Fragen zu der Position zu stellen und Einblicke in den Arbeitsalltag zu erhalten. Wenn diese Person nicht im selben Unternehmen ist, suche Dir jemanden ausserhalb.

In my career, finding a mentor was transformative. It's not just about guidance; it's about "shared experiences" and "personalized advice". A good mentor can provide a roadmap for navigating complex situations and offer insights that books or courses don't cover. They've been where you are and can help you avoid common pitfalls. To find one, I recommend starting within your network. Look for someone whose leadership style you admire, whether they're in your current organization or elsewhere. Don't hesitate to reach out—most leaders are willing to share their knowledge. Remember, the right mentor can be a catalyst for your growth as a people manager.

No busques solamente grandes mentores con miles de seguidores que ya tiene sus libros y podcasts. Encuentra mentor en el mismo lugar de trabajo, aprende de las personas que están a tu alrededor.

As a people manager, focus on clear communication, active listening, and empathy. Involve your team in decision-making, delegate wisely, and provide constructive feedback. Coaching and recognition drive growth

I transitioned to a People Management position 9 years ago and, based on my previous experience and on these last 9 years, people management skills are pretty much expected from any leader who, at the end of the day, manages a team, manages people. It is all about empathy, vulnerability, courage, trust to build team collaboration and positive drive.

"People management" is just one stop on the road to executive mindset. And executives who brilliantly manage people - or manage *brilliant people* - have one thing in common: GROWTH MINDSET. Growth-minded leaders: - Hold more than one truth as equally true and valid. - Are self-possessed and confident in their own knowledge, leaving them open to accepting new information. - Lead with curiosity. They embrace deliberations as magic moments to learn something new rather than battle-grounds to prove who is wrong to own what is right. - Open to ceding ownership of ideas and changing their mind or direction. Explore the decision point as a Rubik Cube of perspectives in terms of motivation, intention, and potential impact.

I began my career as an Agency Associate at Amazon and advanced through various levels. Throughout this journey, I experienced significant development, encountering both challenging managers and excellent mentors along the way. By putting in the effort, setting clear goals, and working hard, I learned to use continuous improvement tools to build credibility with management and earn their trust, ultimately achieving my goals. Work with different people, culture, religions allow me to learn people behaviours. There is not clear receipe, its matter of development, lerning from mistakes and gaining experience.

Explore books, articles and case studies on people management and leadership. Look for success stories of managers who have effectively led teams, transformed workplace cultures and achieved exceptional results. Identify leaders who have excelled in their roles and have a track record of developing and nurturing high-performing teams. Learn about their career progression, the challenges they faced, and the strategies they employed to achieve success. Connecting with these individuals can provide practical insights tailored to your organizational context.

Si tienes un equipo de pocas personas a cargo, trabaja al servicio de ellos y pídeles feedback. Las personas a quienes quieres liderar serán los que mejor juzgan tu manera de ser.

We commonly default to the obvious questions, i.e. "What are my strengths? Weaknesses?" etc. These yield productive info, sure, but not necessarily helpful to your long game. Becoming a people-first, growth-minded leader hinges on one curious calibration: Think like an executive - in systems - to ask BETTER questions. Here, I'll help. What's Next?: The Rising Leader's Self-Assessment for an Executive Future 1. What's my next big leap in responsibility? 2. What do I *NOT* know about the role and expectations? The business? 3. Where am I gapped? What are my learning curves? 4. What can I learn NOW - on purpose, with purpose - to ensure a strong start? How can I hot-wire my learning curves? 5. What soft skills or context do I need?

LinkedIn, in person and online networking events and groups can be great places to find success stories. I know though that in some ways this had a negative impact on my self-doubt when transitioning into people management as it’s easy to fall into a comparison trap. If you don’t find someone who has the same route as you it does not mean yours is unworthy. Fill social media with positive, inclusive role models but focus your energy on developing your own transferable skills and building a personal brand. When you build this people will recognise authenticity regardless of how you transitioned into the industry.

If you want to transition into People Management and need inspiration from success stories, start by identifying your motivation for making the shift and what you hope to achieve. Seek out a mentor or coach who can guide you through the transition with their experience. Develop your skills and competencies relevant to people management, such as communication, leadership, and conflict resolution. Learn from success stories of individuals who have successfully made similar transitions, drawing insights from their journeys and approaches. Take action and seek feedback regularly to refine your approach and ensure continuous improvement. Additionally, be open to adapting and learning from your own experiences as you grow in your new role.