Congratulations. You have worked hard and you have worked smart. You have bolstered your technical skills and showed you can handle the challenge of working with the complexities of human interaction.
Along with a new title, role, rank, authority and responsibility now comes the challenge of working with the people that just a few days ago were your peers, colleagues or maybe even buddies.
How you approach this challenge from the very first moment your promotion is announced is essential for your continuing success and effective team play.
“Right from day 1 of your promotion, decide “How will you show up? “How do you wish to be seen in your new role?” “How will you choose to interact with your former work mates / buddies?”
I recommend that you take the time to determine how you seek to positively impact the people that you now manage and lead. Here are some things for you to consider as you recalibrate how you intend to be received by your direct reports and colleagues within your organization.
- Meet one-on-one with the members of your team including the people that were formerly your peers with the intention of relating how you see meeting the demands of the role. Share and develop your expectations of each other especially if you have had a close relationship.
- Openly share that you continue to value your close relationship and there is now a new dynamic that will alter your friendship in service of sustaining your connection and not compromising the action for the future success of the function you are now leading.
- Revisit your strengths, core values and beliefs and understand what you need to be at your best. Review your inventory with your new boss and ask for their perspective on how you can best apply these elements in your new role.
- Ask the people around you, including your boss, what they learned when they were promoted to a higher level of responsibility.
- Have a game plan sometimes referred to as your “First 90 days”. Apply principles such as: ‘Look, Listen and Observe’ the dynamics happening all around you; put forward a plan based on what you have learned and position your priorities; and finally, continue to be observant and look to how the game plan needs to be tweaked.
- Actively ask for ongoing feedback from the people that are critical to your success. Ask questions like, “What am I doing well?” “What am I not doing well?” and “How do I fix what I am not doing well?”
Colin
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