Send to KindleI recently presented some ideas for a leader to consider when interacting with a new boss. New leaders are sometimes surprised to learn that their relationship has changed with others around them as well. Previous peers may now be subordinates and the new leader will discover a whole new set of peers. The new leader may even find they interact with their boss’s boss; a usually unfamiliar situation that can be fraught with danger is not properly handled. Here are some ways to stay out of trouble.
Always keep your boss informed any time you are talking to someone in the organization above him or her. Get his or her approval before initiating contact.
Be cautious complaining about things which the boss can control. Consider what you would think if one of your workers did this without talking to you first.
Always be honest. Even if the answer to a question will not reflect well on yourself or your boss, be honest (but tactful) in your answer. Bad news doesn’t improve with age and you don’t want to be seen as dishonest or untrustworthy.
One of the most difficult changes for a new leader is the relationship with the people in their work area, and probably the most difficult issues to deal with will be former co-workers, especially friends. This is a difficult issue that you must address. It will not go away! Everyone will be happy for you in your new position and anxious to follow your lead…right?
PROBABLY NOT!
While some may adopt this attitude, two other reactions are much more likely.
One will be the former co-worker who is a friend and who expects favors or preferential treatment because of that friendship. You must make it clear early on that you can still be friends and that a friend would not compromise your position or integrity.
The other is the person who either thinks the leader should not have the new position, or believes they should have been given the position instead. This is a difficult situation to deal with but you must meet it head on and quickly. Be very professional at all times (as you should be with everyone) and make it clear from your actions that you take your position seriously. At the first sign of trouble, take the individual aside and say that you understand they don’t agree with your promotion but it happened and you must be able to work together for the good of the organization. Explain that part of your responsibility is to help everyone else succeed as well.
Unfortunately, when you have this type of conversation with an employee, it is essential that you document the meeting. If you are unable to resolve the issue, you may need that documentation. Also, if there is a union, make sure you follow all union rules.
The third change is that the new leader will obtain a new set of peers. These are other leaders in the organization who have approximately equal levels of responsibilities and therefore similar concerns and problems. It is vital to develop a helpful relationship with these peers as working together will result in more success. Yes, there will naturally be a certain amount of competition, but when that competition becomes a war, everyone loses. Keep it friendly and help each other so everyone wins.
A technique that helps in all three of these situations is to maintain a constant state of professionalism and courtesy. Bosses and peers will respond better and you will be pleasantly surprised that your relationship with subordinates is enhanced when they see that you approach them with the same deference you use with your boss.
