Question: How Do You Manage Someone With More Experience Than You?

How do you manage someone who knows more than you?

How to manage people who know more than you: 5 tipsResist the inclination to dive in and master the situation.

Shift your attention to relationships, not facts.

Be valuable by enabling things to happen, not by doing the work yourself.

Look for the big picture.

Use your “executive presence” to inspire confidence in others.

More articles on leadership and management:.

How do you manage highly skilled employees?

Here are some quick tips for effectively managing knowledge workers.Demonstrate passion. In days past, working 40 hours per week and taking 4-5 weeks of vacation meant that people often focused less on loving what they do. … Strengthen abilities. … Appreciate time. … Build networks. … Support growth. … Expand happiness and meaning.

How do I get people management experience?

If you are interested in becoming a manager, here are five ways to get management experience without being a manager:Lead a Project.Train, Teach, Coach, and Mentor.Hone Your Interviewing Skills.Learn to Manage Conflict, Have a “Crucial Conversation,” and Give Feedback.Create and Manage a Budget.

How would you handle a difficult team member?

For managers and employees dealing with team members making work difficult, here are some tips:Define the difficulty. Difficult team members take on different forms. … Step away and consider what was said. … Determine the best approach. … Open the conversation. … It’s time to act and face the consequences. … Deal with the aftermath.

How do you professionally tell someone to stay in their lane?

Here’s what they had to say.Talk to your boss about this toxic behavior in the team. … Figure out a way to work together on upcoming projects. … Tell the coworker that they need to stay in their lane. … Confront the coworker (maybe even in front of others). … Talk to your boss’ boss about the situation.More items…

How do you handle difficult employees at work?

10 Ways to Deal with Difficult EmployeesCritique Behavior, Not People. … Listen to Feedback. … Give Clear Direction. … Document Problematic Behavior. … Consult the HR Department. … Work Together Toward a Solution. … Write Down Expectations. … Set Specific Consequences.More items…

What should you not say to human resources?

6 Things You Should Never Tell Human Resources’I found a second job at night’ Don’t make them question your commitment. … ‘Please don’t tell … ‘ Sometimes it’s best to stay quiet. … ‘My FMLA leave was the best vacation yet’ Show you’re back to work. … ‘I slept with … ‘ … ‘I finally settled the lawsuit with my last employer’ … ‘My spouse might be transferred to another city’

How do you manage a senior team member?

Throughout this journey of managing a group of people who were considerably older than I was, I discovered some valuable insights.Be an Effective Communicator. … Value Your Staff. … Focus on Results, not the Process. … Be Prepared to Answer the Age Question. … Become a Source of Stillness. … Seek Respect, Not Approval.

How do you handle employees who overstep their boundaries?

How to Manage Employees That Overstep BoundariesPrivate Discussion. Avoid public reprimands — counsel employees in private when they engage in behavior or actions that cross the line. … Mutual Agreement. Ask the employee what impact he thinks his behavior may be having on others so he will understand why there is a problem. … Observation. … Warning. … Documentation. … Follow Up.

What are some examples of insubordination?

Examples of insubordination include: Refusal to obey commands of a supervisor. Disrespect shown to higher-ups in the form of vulgar or mocking language. Directly questioning or mocking management decisions.

What does overstepping my boundaries mean?

Definition of overstep the bounds/limits : to go beyond what is proper or allowed (by something) overstep the bounds/limits of good taste.

How do you handle difficult situations at work?

SOME SIMPLE (BUT NOT EASY) PRINCIPLES OF DEALING WITH DIFFICULT BEHAVIOR . . .Use Conflict as a Natural Resource. … Don’t React. … Deal with Feelings. … Attack the Problem, Not the Person. … Practice Direct Communication. … Look Past Positions to the Underlying Interests. … Focus on the Future.