New Manager Now Supervising Former Peers
Suggestions to Start
1. If you have more than one person in this situation, set up peer-to-peer coaching and have people practice on their own reengineering the relationship conversation. Reengineering the relationship is a technique that essentially says to a former peer: “What can I do to make this process and transition for you more comfortable, and if you wouldn’t mind, I would love to share with you my insights on that as well.” What this does is levels the playing field. This conversation will require practice ahead of time.
More Aggressive Suggestions
1. Assign the person(s) being coached a mentor. This mentoring relationship should be sacred and held for a minimum of 6 to 12 months with the person(s) you are coaching sharing with you monthly a summation of what they’re learning and what they’re applying as a result. 2. Ask the person(s) you are coaching to read The Manager Coach by the Gallup organization. This would provide a new manager great insight to what he or she needs to do, while they share with you what they learned and successfully implemented after each chapter.
Suggested Resources
1. Learn How to Manage People and Be a Better Leader video with Workforce Singapore 2. It’s the Manager book by Jim Clifton & Jim Harter
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