New Manager Now Supervising Former Peers
Green Light: Let’s Get Going
1. Coaching former peers is one of the toughest things new leaders go through. Try this activity with the new leader they can facilitate with their new subordinates, called re-engineering the relationship: Have them ask their former peers what the new supervisor can do to make the transition comfortable for them. This seems a little bit trite, yet it creates a level playing field between both parties.
Yellow Light: Needs Attention
1. When coaching a new manager have them share with you every week on a 3 to 1 ratio of what they’ve done to celebrate the specific team member’s strengths and one area they addressed that was opportunistic in nature when it comes to improvement. 2. This cadence of sharing creates a focus on this area that will position the new manager to be successful.
Red Light: Needs Immediate Attention
1. Supplement your coaching of the person(s) directly by also forming a group with other first-time managers who are experiencing the same thing and open it up for discussions. We strongly recommend this group meets weekly if not biweekly.
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