I was really, really good at my first content job.

So naturally, the next step was for me to manage a team of people.

The only problem? Being a good marketer and being a good manager are two entirely different skill sets.

And dear reader, it was a painful learning curve… for me and my team. Turns out that’s why there’s entire courses for management training, like the ones David Kline runs at MGMT Accelerator.

He sat down for an interview with Dave recently to share what management tactics he’s seen that lead to high impact marketing teams.

Here’s a few takeaways from that interview that will help you be a better manager:

Define what success looks like together

Whether your team is five or 100 people strong, great leadership starts with clarity, but it shouldn’t come from a top-down command. Expectations hit differently when they’re created as a partnership.

Why This Matters: When your team members actively participate in defining what success looks like, they feel ownership – and ownership drives accountability.

How It Works: Use a collaborative approach to define both the “what” (goals and deliverables) and the “how” (approach, tone, and process).

Instead of just saying, “Here’s what you need to do,” start with a conversation:

• “What do you think success looks like for this role/project?”
• “What would exceeding expectations look like here?”

Check in often to review, adjust, and re-define, if necessary. This makes sure you stay on the same page, even as priorities shift.

Use these docs to stay on the same page as your team

David recommends three essential documents that every manager should use to stay on the same page as your team:

Dashboard

• Purpose: Tracks key metrics or deliverables owned by the team member.
• What It Looks Like: A simple, ongoing snapshot of their progress in their role or on a specific project.
• Why It Works: It ensures you’re always in the loop without needing constant status updates.

Development Plan

• Purpose: Outlines growth opportunities and skill gaps for the team member.
• Structure:some text
  1. What’s the gap?
  2. What are we doing to close it?
  3. How will we know it’s closed?
• Why It Works: This keeps personal and professional growth on the table, motivating the team and helping them see a path forward.

Expectations Document

• Purpose: Outlines the expectations you agreed on for their role and work.
• What It Looks Like:some text
  • Key responsibilities for their position.
  • Three bullet points defining “meeting expectations” for each responsibility.
  • What exceeding expectations looks like.
• How to Use It: Use this document in your regular 1-1s to discuss what’s working, what’s not, and how to pivot if you need to.

These three tools create transparency, give your team members ownership of their success, and make oversight easier and more effective.

Oversight without overreaching

Oversight doesn’t mean breathing down someone’s neck or micromanaging. It’s about creating consistent rhythms to review progress, address roadblocks, and provide support.

• What It’s Not: Hovering over your team’s every move.
• What It Is: A structure that ensures your team has what they need while keeping you connected to their progress.

Here’s how to oversee effectively:

1. Delegate With Confidence: Oversight is about reducing fear—for you and your team. When expectations are clear and agreed upon, you can delegate more freely.
2. Support, Don’t Hover: Check-ins should be about providing guidance, not control. Use tools like dashboards and regular meetings to stay informed without micromanaging.
3. Focus on the “How”: Aligning on the “how” reduces surprises and helps ensure work is done in a way that aligns with your vision and values.

The Bottom Line: Turn Management Into Partnership

The journey from star player to inspiring leader isn't about perfect processes or constant oversight – it's about creating the right environment for your team to thrive. 

By using collaborative goal-setting, clear documentation, and supportive oversight, you're not just managing a team – you're building a culture of trust and growth.

Remember: the best leaders aren't the ones with all the answers. They're the ones who empower their teams to find solutions together.

Start with one small step: schedule a conversation with your team about what success looks like to them. You might be surprised by the insights you uncover – and the momentum it creates.