Three Lessons I Learned (the Hard Way) Going from Peer to Manager

Three Lessons I Learned (the Hard Way) Going from Peer to Manager

Three Lessons I Learned (the Hard Way) Going from Peer to Manager

Today garments merchandising will discuses  Three Lessons I Learned (the Hard Way) Going from Peer to Manager. Throughout the interview process, the question asked over and all over again was, “How will you handle the transition from peer to manager?” I had anticipated this question. (Three Lessons I Learned (the Hard Way) Going from Peer to Manager)

After all, i used to be preparing to travel from individual contributor to my first significant role managing people, and that i would remain within the identical team. I shared my thoughtfully planned and practiced answers during the interviews, and, fortunately, got the duty.

I read every book and article, attended multiple seminars, and talked to mentors and trusted advisors. All of the recommendation made it sound prefers it may be difficult initially, but it’d go smoothly. Within the first week, I realized, none of it truly prepared me for going from peer to supervisor.

Here are three things I wish someone had shared with me:

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  1. you maynot be ready to stay friends


Becoming a manager may be a mindset shift. Your job is not any longer about your individual success; rather it’s supported your team’s success. But what about when your employees already know you as a friend?  It’s even more important to know the difference in how you may relate to them and communicate who you may be as a pacesetter.

To signal the role change, i attempted a technique to point which “hat” i used to be wearing when reprove a team member (i.e., “boss” or “friend”). the thought was that I could still maintain a minimum of a part of the friendship. This didn’t work all on behalf of me. I found it hard to change back and forth and got lost within which hat i used to be wearing when. (Honestly, i’m not a hat person anyway!) So, I made the selection to possess only professional relationships with my former peers.
I can remember the primary time I saw the team going out for drinks and that i hadn’t been invited. I felt so hurt and omitted, although I knew it had been unfounded. it had been everything I hoped for as a boss— to make a team of kind, successful those who worked collaboratively and enjoyed each other’s company. It’s just that I had been a component of that group not too way back.
It was a lonely choice, but the correct one for all folks to achieve success at work.


  1. Your role is to produce vision (not answers)

I had always prided myself on being the friend and colleague who supported others, whether serving as a trusted resource for questions about work or being counted on for coffee and peer mentoring. The difference as a manager is that you just can’t answer everyone’s questions all the time (nor should you).
I had to be told that sharing my expertise as a manager was often less valuable than encouraging others to search out the answers within themselves. as an example, rather than giving your opinion first, try asking your team member, “What factors are you weighing in making this decision?” This leadership style, often remarked as coaching, reinforces their judgment, builds buy-in and shows you value their perspective.

Want to place this into practice this week? Switch your inquiries to start with words like:
• How
• When
• What


3. You will have to communicate in an exceedingly new way

I also had to be told the difference within the impact of what I said, whether or not my intent was the identical. Feedback from an individual of authority can land differently than it does from others. as an example, what i would have said to a devotee about her draft document missing the mark felt very different than saying it thereto same person when she now reported to me.

Effective feedback should be built on trust and a culture of learning. After you deliver feedback, first you must set ground rules. You’ll want to reaffirm that you just care about your team member’s growth (similar to how you will have care when she was your peer, except now it’s your job). Then be specific about what has to be improved and actionable steps to try to so.

For example, “I’ve noticed you’ve got been having challenges getting your work done on time. What’s contributing to that? After you miss deadlines, you’re affecting the team’s ability to maneuver forward on this project. If you anticipate missing a deadline within the future, please give me a heads up as soon as you’ll, so we will make an alternate plan.”

You may want to feature that you’re there to support her. Make certain to search out other opportunities to acknowledge her strengths, too. Even as constructive feedback carries different weight from a boss than it does from a peer, so does your feedback.

Management can feel lonely, overwhelming, and frustrating from time to time. you’ve got to recollect why you wanted to be within the role within the first place so as to possess the resilience to stay going. My “why” has always been to assist my team be the simplest version of them and encourage them to try to something they didn’t know was possible. it’s guided me through the toughest times.

I wouldn’t change any of the alternatives I made to be a pacesetter. it’s one amongst the foremost rewarding and challenging things I’ve got done at work. Even the mistakes taught me a way to be the sort of boss i would like to be. Now i purchase joy from coaching others to try to the identical.



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