Leading Together: Strategies for Collaborative Success with Former Peers

You've been promoted!!!! Yay!!!!! Congratulations. It's an amazing feeling, isn't it?

And then all of a sudden, reality sets in, and you realise you've now got to manage your former peers.

Oh, oh, what now?

The whole dynamic of your relationship has changed, and it all feels a little awkward.

But it doesn't have to be like that.

Navigating the transition from team member to leader can be a challenging yet rewarding experience. It's akin to addressing the proverbial 'elephant in the room' – the unspoken tension and curiosity that arises when a colleague assumes a leadership role.

In my years of leading teams and coaching other female leaders who have faced this challenge, I've found that the key to success lies in designing your relationship in collaboration with your former peers. Embracing this transition not as a solo journey but as a shared adventure can significantly enhance team dynamics and productivity.

Here are some strategies to consider.

Addressing the 'Elephant in the Room'

First up, there's no point in ignoring that something significant has changed.

• It's only natural that some tension, curiosity and even conflict arise when you are promoted and faced with managing your former peers. So don't be surprised by that, and get ready to address it.
• It's key that concerns and uncertainties are addressed openly and promptly. Set up 1-2-1 discussions with each member of your new team as quickly as possible. The best time is straight away; the next best time is now.
• Don't make assumptions about how your team might be feeling or responding, instead, be genuinely curious.

Collaborative Relationship Design:

• A successful relationship involves two or more people who each have a voice and input in designing how you will work together going forward. Be curious about what will work for them and what they need from you, and be clear about what you expect.
• Mutual respect and understanding are key foundations to your overall success, so start as you mean to go on.
• Collaborating in this way is likely to increase your team morale and productivity because people feel heard and appreciated.

Steps for a successful transition

1. Open Conversations and Honest Communication: One of the fundamental strategies is open communication. Addressing concerns openly and honestly creates an atmosphere of trust. Encourage your team to voice their expectations and apprehensions, fostering an environment where everyone feels heard and valued.
2. Active Listening: Effective leadership begins with listening. Actively engage with your team members’ thoughts, ideas, and concerns. By truly understanding their perspectives, you can address issues with empathy and develop solutions collaboratively.
3. Setting Shared Goals: Work together to establish shared goals and expectations. When everyone understands the collective vision, it becomes easier to align individual efforts with the team's objectives. This shared purpose acts as a driving force, motivating everyone towards a common goal.
4. Establishing New Norms: Collaboratively define new team norms and protocols. Involve everyone in the process to ensure that these norms resonate with the team's values. Revisit these norms periodically to adapt to evolving circumstances, ensuring they remain relevant and effective.
5. Embracing Empathy and Understanding: Empathy is the cornerstone of successful leadership. Understand the challenges your team members might face during this transition. By acknowledging their concerns and experiences, you can create an environment where everyone feels supported and valued.
6. Acknowledging Achievements and Challenges: Celebrate successes, both big and small. Acknowledge the achievements of individuals and the team as a whole. Similarly, face challenges together as a united front. Addressing difficulties collaboratively reinforces team cohesion.

Leading together with your former peers is not just a strategy; it's a mindset. By fostering open communication, active listening, shared goals, and empathy, you can transform a potentially awkward transition into a harmonious and productive work relationship.

If this resonates with you, then I'd love you to join me for my free 'Start believing in yourself as a leader' masterclass.

Here's the link for more details:

lead-with-confidence.scoreapp.com