Congratulations on your promotion. Your superiors selected you over your peers to become the new manager. Navigating this transition into management will be tricky. Having to make that transition and be an effective leader to your former peers will be even trickier. But it's doable.
"It's all in how you handle it," said Emilie Mecklenborg, Recruitment Media Strategist at Alexander Mann Solutions. "Stay grounded and don't let it go to your head."
Instead, step into that role with grace, establish credibility and be the kind of leader every team wants to follow. Here's how:
Recognize that the social dynamics will be different. In the past, when you received recognition, your peers likely celebrated with you. However, now that you are their boss, they may not feel like celebrating. Be graceful by keeping the at-work celebration low-key (or non-existent). And, if you decide to have a celebration outside of work, strongly consider whether you should include your direct reports. As equals, it's no big deal how you socialize, but when you are the boss, lunch, after work drinks and other social interactions take on new meaning.
Set professional boundaries. For example, "Have a conversation about personal and professional relationships. Don't assume everyone already knows how to handle it," said Mecklenborg. "Also, make sure every request is connected to a business goal so there is no misinterpretation and, keep all members abreast of how the team is doing."
Set the working conditions. As soon as possible, schedule a team meeting to review goals and expectations, but make it about them and not you. Reflect on the discussion your boss had with you about the company and department goals and translate them into what it means to the team. Conduct a review of rules, roles, rewards and repercussions and ensure them you will apply them fairly and consistently.
Establish credibility as a manager. Chances are, your team is already aware that you are proficient in the technical skills to do the job. But, what you may have to prove is that you have the credibility to manage. Can you manage workplace relationships fairly and consistently? Can you manage the team workload? Can you make business decisions and not just comply with them? Communicate your decisions clearly and with confidence. Accept feedback and explain how you got there as you see fit, but don't feel the need to justify or change the decisions you make.
Understand leadership. Leadership has nothing to do with titles or seniority. It is also not the same as management. Leadership is more about modeling behavior, empowering and inspiring others.
"I feel you should empower employees by doing some of the same things they do, but also by delegating", said Mecklenborg. "You can't just say 'You clean while I stand here and watch'. It's better to show how you can divide and conquer by saying 'You clean while I enter payroll," she said.
Mecklenborg believes that at the end of the day, effective leadership is all about respect.
"If you want them to be awesome to you, be awesome to them," she said.
