Learn to Lead

If you're replacing a manager who's gone to better things (including retirement), they can be a mine of advice and information.

Time spent with them is an excellent investment.

1. Burning issues.
2. Top performers.
3. Political considerations.
4. Economic realities.
5. Painful lessons.
6. The list is long.

Forewarned is forearmed, and their field intelligence can add great power to your management campaign.

If you have a colleague (in your unit or even another organisation) you can team with them. By sharing what you learn, you double your input.

You'll also have someone to call when you're unsure what to do.

Buddy relationships can last for decades. And as you both advance, you'll help each other in ever more significant ways.

So try to orbit a few fellow stars.

Everyone wants to impress the boss. But it cuts both ways. It's their responsibility to give you what you need to succeed.

Yet with today's self-directed careers, you must ensure they do.

1. If it's your first staff termination, get your manager to do a role play with you.
2. If you're a bit shaky on budgets, ask to watch them do theirs.

Learning from your leader has another big advantage. When they're away, you can hold the fort.

And when they move on, you're the logical successor.

Depending on your level, you may be assigned a formal mentor. In some organisations, a 'coach' may offer informal support when you arrive.

These are both welcome resources. If neither appears, you should seek out your own.

People who become 'masters' in their field often wish to pass on their expertise. If they decant their wisdom into you, you'll gain a life of lessons without learning the hard way.

Masters are also like a living encyclopaedia. If you hit a tricky task or situation, you just look them up for the answer.

Wisdom is no longer the domain of the old.

Technology is moving too fast for anyone to keep pace. From social media to iPhones to cloud computing, you'll need to tap specialists from time to time.

As these enthusiasts are often younger than those they help, they're called 'reverse mentors'. Using them saves time, money and tears.

In return for their technical advice, you can impart knowledge they've not had the time or opportunity to learn.

Every office has its foibles, from the colour printer to the Kris Kringle policy. Staff who've spent years there know the ropes.

Ask and learn from your team. They'll appreciate your humility (and the chance to demonstrate their expertise).

You'll get a close look at their talents and team spirit (while avoiding embarrassing errors).