When Your Co-Worker Becomes Your Boss - The Muse

When Your Co-Worker Becomes Your Boss - The MuseWhen Your Co-Worker Becomes Your Boss So, there you are Its that awkward moment when youre told that a fellow colleague is now your new boss. Your mind races as the news sinks in. As you hide your initial shock and force a smile you cant help but wonder- my lunch buddy is becoming my manager. Now what?Or, youre on the other side of the equation Youve just been promoted, and you know your role in the gruppe dynamic will shift. Now, you are the one calling the shots. If youve ever experienced either position, youre not alone. Navigating change at work can be tough, especially when it comes to restructuring. So how do you handle the transition? Here are a few steps to do it gracefully. If Youre the New ManagerLets start with newly appointed managers. As a leader among your former peers, your actions will speak louder than words. Begin your tenure by taking four actions to send all the right messages. 1. Tell Your gruppeView telling your te am about your step up not as a dreaded moment, but as an opportunity. Communicate with honesty about your new role, and share news of your promotion formally and in a way that will reach the entire team at once (i.e., no more going to your office BFF first, which could now be read as playing favorites). Telling everyone together demonstrates that you will work to ensure equity for your team- and avoids any skepticism stemming from former colleagues hearing the information from someone other than you. Avoid this risk and establish what kind of leader youll be by being upfront with your entire team.2. Get Their EndorsementIs your team willing to trust you as their leader? To gauge this upfront, set up one-on-one meetings, and use them as an opportunity to ask direct reports if they are prepared to support you- or if they have any questions or concerns theyd like to discuss. Asking for their endorsement may landseem redundant or unnecessary (you were promoted, after all). But as every major airline knows, unless you directly ask someone if she is willing and able to open the emergency door, there is a chance that she wont. If someone isnt supportive, ask him for a plan for how he might get on board. This is for his benefit- not yours. Helping him establish a plan to cope with the transition will benefit his career and is exactly what a strong manager would do.3. Dont Soften the Message, Up the erleichterungNew leaders- particularly when theyre leading their former peers- often try to buy peoples love by softening their message. They may be less ambitious in the goals and expectations they set to ease transition. Avoid this temptation, and up the support instead Rather than dismissing your teams concerns, be honest. Let them know that change can be challenging at times, but that the success of the transition is largely dependent on each individual. Use group time to ask for input on these three questionsWhat do you want in your workplace?What are you willing to do to get it?How can I support it?While you cant necessarily make the transition easier on your team, you can help them find ways to succeed in their new reality. 4. Encourage Your EmployeesEven if you used to gossip by the water cooler with your work buddies, dont let your new office be a portal for drama. If there is a line of people waiting with lists of issues for you to fix, resist the urge to react immediately. Listen, but dont commit to fixing all of their problems. Maintain a positive response of duly noted or good to know, and set up processing sessions. Avoid pushing your own solutions (a common new manager mistake), and instead, be a sounding board and guide your team in determining how they will reach their goals given their circumstances. This will empower your employees to generate results. If Youre the EmployeeAre you at the other end of the spectrum? As an employee, remember that you alone have the power to make this transition a career-limiting or career-enhancing exp erience through your actions. Here are four ways to make the most of the situation. 1. Step UpNo matter how you feel about your colleague becoming your new boss, its important to buy in early and show that youre a willing partner. Embrace the situation and get on his calendar. Tell your boss that you are on board with the new team structure, and ask how you can support him during the transition. Your actions and outlook are huge indicators of whether youll succeed moving forward.2. Follow Your Boss ExampleOne things for sure, your co-worker did something right, or else she wouldnt have been promoted So stop questioning why it was her (instead of you) and follow her example. Use this as an opportunity to clean up your behavior. Ditch the jealousy, and look to your new manager as a role model. How is she delivering on what the company values? Do what your new manager did, and you might see the same rewards. 3. Accept RealityYou could see your colleague beating you out for a promotion as a setback- or as a decision thats already been made. So avoid negative self-talk and use your energy to answer the question, How can I improve? An Im not good enough mindset- not your circumstances- is whats holding you back. Adopting a fresh outlook and redirecting your energy will make all the difference. You may even find you prefer your co-worker to your old boss 4. Change the ConversationIf you hear fellow colleagues complaining, change the energy of the conversation. Say something sincere and positive about your new leader. Then, ask everyone involved about how they can help to mitigate their own fears or complaints.After all, you never know when you could be next in line for that big promotion.