Transition Strategies for First- Time Leaders

A first-time promotion to supervisor is exciting and then… bewildering. How do you get your work done and manage the work of others? A promotion to the leader role requires learning new skills and acquiring new habits and values, as well as adjusting your attitude about your role in the organization. This adjustment takes time; it’s a learning curve.

Below are six strategies to help you successfully navigate this transition.  These specific actions will help you realign your values, identify your essential job tasks, and align your relationships to a level that is appropriate for your new role.

Getting the basics right will put you on a path towards successful leadership, boost your confidence, and create a useful road map for future promotions.

1. Your leader status

How were you positioned in the organization? Did your manager introduce you to your team members, or in the case of an internal promotion, congratulate you as the best candidate? Did your manager acknowledge that you have the power, authority and responsibility to do your job as supervisor? Did your manager introduce you to other relevant people within the organization?

Action item: Ask your manager to introduce you (in person) to the people in the organization who should know your face. Three levels above you is a good place to start, but it also can be outside your department or organization. As a supervisor, you need full authority to do your job. Clarify the authority you need to get the job done and get your manager’s buy-in.

2. Realign relationships

One of the most difficult aspects of transitioning to a supervisory role is having to supervisor a former coworker who is a close friend.  This relationship must be redefined. Have a private conversation with your friend and explain to him or her that you need to limit the amount of time you spend alone together. Communicate this change in your relationship to the others on the team.

Action item: Be friendly with your employees but not their friend. Spending time alone with one employee (your friend) is a guaranteed way to demotivate the rest of the team. Your team will be watching to see if you keep your word to limit friendships.

 3. Personal boundaries

As a supervisor, you have more responsibilities and more work, and this can mean some long hours at work. Setting boundaries is a good way to guard against burn-out from these extra demands. Clarify your boundaries by thinking about the aspects of your work and life that help keep you sane. DO NOT give those up.

Action Item: Make a list of what keeps you sane and how you can keep those things as an active part in your everyday life. Let your manager know what these are.  

4. Important Conversations

Have individual conversations with your boss and your employees. These conversations will help clarify your role and may uncover issues that need to be addressed. Ask questions that help you understand their expectations. Questions may include:

Your boss: 

• What are your expectations of how I perform the job? (Get specifics)

• What skills do I have that will help me succeed?

• Which of my skill areas need developing?

• How do you want me to report things to you?

Your employees

• What do you think are the most important parts of your job?

• What parts of your job do you like and don’t like? Why?

• What aspect(s) of the work can be improved?

Action item: Talk to each person individually. Ask questions; get clear on each person’s answers.

5. Define your path forward

This doesn’t mean a new project is completed in the first few months. It means you have assessed the work and identified areas for improvement. It may be acquiring and implementing new equipment, helping an employee improve a skill set, or improving service delivery. Plan how to make the improvements and present your ideas to your boss and employees. In most cases your ideas will be welcomed and supported but be prepared for resistance. Politely persist in your quest for improvement, and promote the benefits. 

These actions establish “your path forward” in your new role as leader.

6. Mark your promotion

Take action to signal there is a change in your position.  These tangible actions will help you and others “see” your promotion. For example:

Clean your workspace. Your workspace doesn’t need to be spotless but it should not be cluttered. Assess the appropriateness of the personal items. Your workspace should communicate that you are a leader.

Appearances count!  Are you dressing like a professional? Overly baggy clothes, low-cut necklines, tight clothing, a disheveled appearance and worn-out shoes are not appropriate.

Celebrate!  Whatever your style, do something to celebrate - either with a big bash or a low-key outing with family and friends or even alone. Whatever your style, do something.  You worked to get this promotion it's time to say, "Yay for me!"

Be proactive | Be persistent | Be a leader