Navigating the Transition - Managing Former Peers - Part 2

Last week, I posted about leaders taking on the responsibility of managing a peer or peers. I’ve had this happen several times in my career. Gaining experience, plus leadership development and coaching, helped me become better at it. In my last post, I highlighted Acknowledging the Change and Communication, Establishing Boundaries, and Building Trust and Credibility.

https://www.dhirubhai.net/pulse/navigating-transition-managing-former-peers-part-1-mirgorod-juwae

Here are some additional thoughts all of which are effective strategies for becoming a stronger people manager whether or not you’re managing former peers:

1. Encourage Open Dialogue: Invite Feedback:?Create a safe environment where team members feel comfortable providing feedback. Show that you value their input and are willing to listen. When you’re the manager, asking for feedback from a former peer can be intimidating. Know that asking for their input and feedback helps build your credibility and amps up trust. Regular Check-Ins:?Schedule one-on-one meetings to discuss progress, address concerns, and provide support. This helps maintain open lines of communication.
2. Focus on Team Goals: Align Objectives:?Emphasize the importance of team goals and how each member’s contributions are vital to achieving them. This helps shift the focus from personal dynamics to collective success. Celebrate Achievements:?Recognize and celebrate team accomplishments. This fosters a sense of unity and shared purpose.
3. Maintain Professionalism: Keep Personal and Professional Separate:?I touched on this in my last post, and I think it's crucial to keep this in mind. Be mindful of the distinction between personal friendships and professional relationships. Avoid letting personal feelings influence your managerial decisions. If you’re a new manager, it can be difficult to shift from a friendship dynamic to a boss dynamic. This is critical, though - again, it will help you build credibility amongst the entire team. Address Issues Promptly:?Deal with any issues or conflicts promptly and professionally. This demonstrates that you are committed to maintaining a productive and harmonious work environment.
4. Provide Development Opportunities: Offer Training:?Provide opportunities for professional development and growth. As a leader, this is one of your key responsibilities, and it remains as such even when you're managing a former peer. This shows that you are invested in their success and helps build mutual respect.

Please share any additional observations or experiences you've had.