Stepping into a management position is challenging for anyone. However, it becomes an even bigger challenge when an employee is transitioning into a role where they will be managing their current peers.
When professionals rise to a higher level than their peer group, they need to take a thoughtful approach to ensure a smooth transition and maintain strong working relationships with the teammates and colleagues who will now be reporting to them. Here, 14 members of Forbes Coaches Council share leadership tips for up-and-coming managers to help them start off on the right foot with the team members on whom they will rely.
Forbes Coaches Council members share leadership tips for employees transitioning into a management role.
Photos courtesy of the individual members.1. Spend One-On-One Time With The Team
Your success will depend on your team respecting and trusting you, not being your friends. The first priority is to spend one-on-one time with your team, asking quality questions to get their input on what needs to happen to take them and the business to the next level. Listen carefully. Take notes. Create a human connection. Develop a plan based on their input and share it with the team. That’s leadership 101. - Kathy Sarafian, Kathy Sarafian Inc.
2. Adopt A Coaching Mindset
The coaching mindset equips leaders with the competencies required to keep their teams motivated and results-focused. Therefore, it is recommended that the employee in this new role adopt a coaching mindset, as this will create a more supportive and collaborative environment through their leadership style, and a lot of progress will be made on the team, with team members being more accountable. - Adaora Ayoade, EZ37 Solutions
3. Slow Down And Be Collaborative
This scenario can often lead to conflict due to egos, so it is important to slow down and be collaborative in key moments. Someone might feel betrayed if you suddenly shift the relationship due to a new role. The key is to retain or rebuild trust through curiosity: “Tell me about your all-time favorite teammates and supervisors. What was it about those interactions that made you feel valuable?” - Vik Kapoor, Esq., PCC, Extra-M Coaching
4. Practice Emotional Intelligence
Practice emotional intelligence by being self-aware in the situation—manage the feelings of being uncomfortable or doubtful of yourself and know the triggers. Be aware of others. Most importantly, watch body language and observe and practice active listening. Show people you genuinely appreciate them. Show vulnerability, ask them for ideas and opinions—acknowledging that it might be awkward—and share your vision. - Sahar Andrade, MB.BCh, Sahar Consulting, LLC
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5. Make Small Changes And Ask Questions
Refrain from making too many edicts or changes early on. Try to make small changes and ask questions. Sending long memos and essentially demanding change can be abrupt and upsetting to people who are probably hoping you are not going to upset the balance. Instead, ask questions and quietly implement change and your agenda. You don’t need to loudly announce it. Bring it up and bring others in gently. - John M. O’Connor, Career Pro Inc.
6. Bring The Team Together To DiscussThe Transition
Take the initiative to bring the team together and acknowledge how the transition may feel. Start by sharing your own feelings about the change. What are you most excited about and what are you nervous about? Create a safe space where trust and vulnerability are both heard and accepted. - Leang Chung, Pelora Stack
7. Share Your Vision To Support The Team
Share your vision to support the team in improving processes that remove challenges and promote their excellence as a team. Announce your plan to do a team assessment by gaining input from each member, customers and upper management. You will share that assessment with them to create an aligned plan for improvement. In your individual meetings, create mutual agreements for support plus assessment. - Mark Samuel, IMPAQ Corporation
8. Bring Them Along On The Leadership Journey
Bring them along on the leadership journey by engaging their support in your transition, communicating well on what dynamics will be changing as part of the transition and finding ways that you can support them as you enter into the role. Leading and managing others means you need to bring others into focus. It’s really about them, not about you. The sooner you realize this, the better. - Arthi Rabikrisson, Prerna Advisory
9. Set Up Regular, Individual Check-Ins
New managers were likely seen as leaders among their peers. It is important to set up regular, individual check-ins with team members to understand their career goals and get a better read on shifting team dynamics to make this transition smoother. - Michael Timmes, Insperity
10. Set And Maintain Appropriate Boundaries
Peer relationships are fundamentally different than supervisory relationships, so you’ll have to set and maintain appropriate boundaries with your team. You will also need to continually work on building relationships of mutual accountability and trust with your team. While they may have trusted you as a peer, you will need to re-earn their trust as you take on the new leadership role. - Jonathan H. Westover, Human Capital Innovations, LLC
11. Maintain And Build Upon Established Relationships
Be keenly aware of your new role and set a respectful tone. Maintain and build upon the relationships you have established with your peers. Be open to their views and feedback while remaining confident in your own decisions. Frequently engage to ensure alignment and trust. Keep your finger on the pulse of the team. Develop your leadership presence by being clear on your values and leading with intention. - Susan Murray, Clearpath Leadership
12. Be Yourself
Leadership transitions always involve change for the person being promoted as well as for those impacted. It’s natural to think about how one needs to show up differently. That’s a great place to pause. What gets a person to a new leadership opportunity are the ways they have already stepped up. If feeling uncomfortable, lean into it. Acknowledge the new situation and be open to team views. - David Yudis, Potential Selves
13. Lead By Modeling
Don’t tell your teammates what to do; show them by doing it. Remember, you were their peer just a minute ago, and now you’re the leader. So lead by example and invite them to come with you. - Corrie Block, Paragon Consulting FZE
14. Focus On What The Team Feels And Needs
Often, when transitioning from peer to leader, it is the leader who feels most sensitive about the shift. Therefore, avoid making assumptions about what you need to do to establish credibility. Rather, focus on what the team feels and needs from this transition. By always starting from a place of service to the team, you can reestablish new team dynamics and focus on the real issues. - Saba Hasanie, OSC Leadership Performance
