Ingredients

• 100% gratitude
• clear expectations
• humility
• active listening
• support
• feedback

Recipe

1. Start with gratitude. Thank them for their time and show them that you are grateful for their support.
2. Show support. Tell them you need to rely on them for decisions that benefit the team. If you show humility and tell them that:
1. You don't know it all
2. That you need them to be succesful, then they will most likely be on your side and you can work together to reach goals.
3. Set expectations: what is the purpose of this week? this meeting? What is going on at a high level that they should know about.
4. Be an active listener and ask for feedback: the better you practice listening, the better you will get at detecting slight shifts in motivation/emotions/etc. If you can listen, you can become a more empathetic manger and that is the key for gaining your report's trust and even friendship.
5. In the end reiterate gratitude and share next steps and key takeaways.

How to manage former peers as a new manager

With your new promotion, congratulations are in order. But so is trepidation: You are now faced with the precarious challenge of figuring out how to manage former peers. I can feel the heat rising from your situation in merely thinking about it. Perhaps some of your former peers were vying for the role that you now hold.

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