April 15th 2024.
Dear From Peer to Manager,
First of all, let's take a moment to celebrate your recent promotion! Congratulations! This is a huge accomplishment and you should be proud of yourself. It's important to acknowledge and appreciate moments like this in our careers. Take a moment to reflect on all the hard work and dedication that got you to this point.
I recommend writing down this achievement, along with any other successes, in your DIG Folder. What's a DIG Folder, you ask? It stands for Damn I'm Good Folder. I know, it may sound a little self-indulgent, but trust me, it's a great way to track your progress and reminders of your accomplishments. Every evening, I spend a few minutes writing down my "glows" and "grows" for the day. This helps me stay motivated and confident in my abilities. Plus, it's a great reference for when I need to provide examples of my work during interviews or performance evaluations. You can also suggest your team members to keep their own DIG Folders as well.
Now, let's talk about leading a team of your peers. The good news is that they already know and respect you. However, they know you as a peer, not a manager. This can be a tricky transition, but don't worry, I have some tips to help you navigate it smoothly.
First and foremost, schedule regular one-on-one meetings with each team member. This will not only help you get to know them on a more personal level, but it will also foster open communication and trust within the team. It's important to stay informed about what's going on with your team members, both professionally and personally.
Another helpful tool is a How I Like to Be Coached form that was introduced to me by one of my own Fairygodmentors®. I've adapted and customized it to fit my leadership style, but it's a great way to break the ice with your direct reports. It includes questions like, "What's your communication style?" and "How do you like to be recognized?" This form can serve as an agenda for your meetings and as a blueprint for future conversations with your team members.
My next piece of advice is to be transparent with your team, but only share what they need to know. Remember, you are their manager now and they have confidence in your ability to lead them to success. Building trust takes time, but it can be easily broken in just a few seconds. So be mindful of what you share and how you share it.
It's also important to have other mentors and confidants at your level who you can turn to for support and advice. When I was in a similar situation, leading a team of my peers, I made the mistake of oversharing my insecurities with one of my direct reports. This caused them to lose confidence in my ability to lead. It took a lot of effort to regain their trust and prove myself as an effective leader. So be cautious of blurring the lines between being a peer and a manager.
Think about your past experiences with managers and reflect on what you would have liked them to do differently. Use this as motivation to be the kind of manager you always wanted to have. Also, ask your team what they want to see in their new manager. This will help you understand their expectations and how you can best support them. Remember, communication is key in any successful team dynamic.
Lastly, don't be afraid to ask for feedback from your team. Find out what you can do to make their experience even better. This shows that you value their opinions and are willing to work towards a common goal. Also, make sure to discuss your expectations of them and ask about their expectations of you. This will ensure that everyone is on the same page and working towards the same objectives.
Keep up the great work, From Peer to Manager! You have all the tools and abilities to lead this team to success. And remember, if you ever need any support or advice, your Fairygodmentor® is always here for you.
Sincerely,
Your Fairygodmentor®
Joyel Crawford is an award-winning career and leadership development professional and the founder of Crawford Leadership Strategies, a consultancy that develops empowered, results-driven leaders through engaging leadership development coaching, training, and facilitation.
Do you have any questions or concerns about handling a micromanager? Are you struggling with navigating workplace policies because of your hair? Is work causing you stress? Do you need guidance on coaching employees with poor performance, or do you want to learn how to effectively negotiate and land your dream job? Whatever it may be, don't hesitate to reach out and ask your Fairygodmentor® for advice. Remember, we're here to help you succeed in your career and leadership journey.
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