Managing: you're not one of the gang any more
Managing people who used to be your peers presents its own special set of
challenges. More than a few budding management careers have foundered on these
rocky shores.
Trouble typically comes when the manager adopts one of two extremes. He or she
either flaunts the new position and behaves arrogantly towards workers, or tries
to maintain the same chummy relationship as before, almost pretending the
promotion hadn't happened.
As a manager, you should avoid both extremes. Here's why.
It's possible that some of your people will resent your promotion, feeling that
they were equally qualified for the job. If you take a high-handed attitude
towards them you'll only compound that resentment. The natural human reaction
will be to resist your efforts to manage, making your job more difficult.
If you try to maintain your former relationship, on the other hand, you still
set yourself up for failure. It may seem like a good idea at first because you
may feel your friends will be on your side. But managers often have to make
unpopular decisions or criticize people's work, and when this happens they will
feel betrayed because you've put them in a position of not knowing where they
stand.
In either case, you'll have lost an opportunity to build the trust that is so
necessary to your success.
So what's the answer?
I recommend that you be up front with your people from the first day. In your
first department or team meeting, address the issue directly. Tell them you
realize one of them could easily have been made manager instead of you, and that
you are honored to be the one chosen to lead them. Mention the advantage of
having worked in the department and knowing
how it works. Finally, tell them you will listen respectfully to their ideas,
represent their interests to senior management and see that they get recognition
for their efforts.
Warn them that as manager you will sometimes have to make decisions they won't
like, but promise to treat them fairly and with consideration. Ask that in
return, they make every effort to adapt to the new situation and work with you
to the benefit of the team.
Then live up to your commitments. Conduct yourself professionally, and you'll
soon earn the respect, trust and loyalty of your people.
Helen Wilkie is a professional speaker, consultant, author and Official Guide
for The Manager's Journey. If you are a new manager, check out the program at
http://www.themanagersjourney.com where you can also hear three interviews with
management experts absolutely free!
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