Working out what actions to manage your peers after promotion is a real challenge. The transition from peer to manager is tough for both parties.

I share 7 actions to manage your peers after promotion to make the transition easier and quicker.

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Additional Resources and Videos you will find useful:

The Mindset of The Best Managers – 6 Principles For Great Management [ Ссылка ]
How to Gain Respect from Your Team – 10 Tried & Tested Approaches [ Ссылка ]
7 Methods to Improve Team Communication [ Ссылка ]
How to Set Objectives for the Team [ Ссылка ]

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Video Time Stamps

00:00 Intro
01:55 Promote yourself
03:26 Focus on helping rather than leading the team
04:43 Book in one-on-one meetings
06:03 Set Clear Expectations & Ground Rules
07:09 Empower your people by playing to their strengths
08:36 Tackle resistance head-on
10:02 Ask your manager for advice
10:58 In Summary

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Managing former peers takes courage and confidence. Use these 7 actions to learn how to manage your peers after a promotion. You will a lot happier and more confident and so will your team!

The first action to manage your peers after promotion is to promote yourself. This may sound obvious yet so many managers don’t proactively take steps to promotion themselves. The first part is changing the dynamic of the relationships you have with former peers. The second part is changing the actual work that you do to reflect your new role and its responsibilities.

A big part of how to manage your peers after a promotion is to focus on helping the team rather than using the power of your new position. Focus on making a visible difference to your team rather than displaying your new authority. You will gain respect and admiration a lot quicker.

Next, when you start managing former peers book in a one-on-one meeting with each of them. During this meeting share your vision and plans but also discuss the change in relationships. Spend more time listening than talking.

Part of the challenge of leading your former peers is setting clear expectations and ground rules. This helps transition from peer to manager quicker and makes it easier for both parties. Don’t forget to live the rules you set out if you want them followed.

Another key action in how to manager your former peers is to empower your people and play to their strengths. You are in a great position to know and understand former peers’ strengths. Use this to your advantage. Give them plenty of space to demonstrate you are not going to be a controlling micromanaging boss.

When transitioning from peer to manager you are going to have to deal with and overcome resistance. Tackle this head on. Don’t ignore it. Book in a meeting with those pushing back and ask them how to overcome the issues they are having with your promotion.

Finally, when moving from peer to manager, don’t forget to ask your manager for advice and help. It is in your manager’s interest for you to succeed too.

Managing peers after promotion is a challenge. Use these actions to make it as quick, easy and painless as possible.

If you have any questions on “7 Actions to Manage Your Peers After Promotion – Transitioning from Peer to Manager”, please leave them in the comments section below and I will get back to you.

Jess
Enhance.training

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