How to manage a team you were just promoted from
When you are promoted to a position of leadership within your company, one of the greatest challenges you may face is managing a team that you were once a part of. This type of transition can be tricky, as it requires you to navigate relationships that were previously more equal and find a way to establish your authority without alienating your team members.
We explore some of the challenges you may face when managing a team you were just promoted from, and provide some tips to help you navigate this transition successfully.
Establishing Your Authority
The first challenge you may face when managing a team you were just promoted from is establishing your authority. Your team members may be used to seeing you as a peer or equal, and may struggle to accept you as their manager.
To establish your authority, it is important to be clear and direct about your expectations and goals. Communicate openly with your team members, and make it clear that you are in charge. This can be a difficult conversation to have, but it is essential if you want to be an effective leader.
Dealing with Resentment
Another challenge you may face is dealing with resentment from team members who may feel passed over for the promotion or who may feel that they would have been a better choice for the role.
To address this issue, it is important to be transparent about the selection process and why you were chosen for the role. Emphasize your qualifications and your commitment to the team, and make it clear that you are there to support them and help them succeed.
It is also important to be fair and consistent in your decision-making, and to avoid playing favorites. If you show that you are impartial and that you value the contributions of each team member, you can help to alleviate resentment and build trust with your team.
Changing the Dynamic
As a former team member, you likely had a certain dynamic with your colleagues that will need to change now that you are in a leadership position. It is important to be aware of this dynamic and to work to shift it in a way that is positive for both you and your team.
One way to do this is to establish clear boundaries between your personal and professional relationships with team members. While it is important to maintain a friendly and approachable demeanor, you also need to be able to make difficult decisions and enforce company policies, which may not always be popular.
One of the greatest challenges you may face when managing a team you were just promoted from is maintaining objectivity. You may have personal relationships with some team members that can make it difficult to make unbiased decisions.
To overcome this challenge, it is important to be clear about your role as a leader and to separate your personal feelings from your professional obligations. You may need to make difficult decisions that affect your colleagues, but it is important to be fair and consistent in your decision-making.
It is also helpful to establish a system for feedback and evaluation that is based on objective criteria. By using metrics and data to measure performance, you can make decisions that are based on facts rather than personal opinions.
Finally, building trust with your team members is essential if you want to be an effective leader. Your team members may be skeptical of your ability to manage them, so it is important to be transparent about your goals and to follow through on your commitments.
One way to build trust is to be open and honest with your team members. Encourage them to share their concerns and feedback, and take their input into account when making decisions.
Another way to build trust is to lead by example. Set a positive tone for your team by demonstrating your commitment to your work and your willingness to help others succeed.
Managing a team you were just promoted from can be a challenging experience that requires a delicate touch. By building respect and authority, maintaining relationships, open and direct communication, you can effectively manage your team and create a more positive and productive work environment.
PeopleStart provide a number of workshops, training and advice to assist managers, supervisors and organisations in leadership transition and success.
Rob Gallacher – Director
PeopleStart Human Resources