New Manager Now Supervising Former Peers
Green Light: Let’s Get Going
1. What is this specific area of discomfort supervising former peers? 2. What is one word that would describe your feelings when you think about providing feedback to now a former peer? 3. What areas of opportunity do you have to improve your approach with your peers?
Yellow Light: Needs Attention
1. Creating a new relationship with your peers needs to be done in a timely manner, and if you had to name two things to create greater clarity between you and your former peers, what are the first things you feel like you need to do and why? 2. What are two actions you need to take that will drive greater trust within the team environment with your former peers ? 3. What is the one area of trust you know the team needs to improve and how could you go about as a new leader assisting in that process?
Red Light: Needs Immediate Attention
1. Knowing that performance is always being measured in terms of progress, what can you do and are willing to do to accelerate in those areas starting tomorrow morning when it comes to managing your former peers? 2. If you had to accelerate your progress and improve within your job starting tomorrow, knowing that we’ve been at this for a while, what would you specifically do to facilitate greater comfort coaching and managing your former peers?
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