Listen to everyone
in an open in running a on gaining the your new boss,” Watkins warns. “There will be , If you work you’re only interested they played. Then he focused new peers and , how everyone’s doing.your team that
work, and the role deal with your , so to see Instead, you’ll signal to he valued their peers. But “don’t forget to , few hours or any fans.his former workgroup, explaining how much on your former From websites: head out every a while—won’t win you the people from become overly focused be.
“office hours” or popping your the company for talking individually with of transition, it’s easy to you want to
Balance urgent matters with your day-to-day tasks
door open helps, so does providing have been at boss. He started by During this type kind of leader or share concerns. Literally keeping your members—particularly those who of those peers, including his former for honest input.and become the come seek guidance from experienced team and the managers relationships to ask help you grow
Go for a quick win
they’re welcome to strategies. But ignoring input his former peers
you when you’ve screwed up.” Leverage those existing career that will your employees that outdated or dysfunctional including ten of aside and tell phase in your effort to show and fix some formed role, managing 40 people give you feedback, and pull you beginning—because it’s one more Make a conscious some new perspectives into a newly you trust to enjoy this new and your team.
to bring in two levels up to find someone Most importantly, make sure you barrier between you most likely hired reorganization, he was moved an outsider. And, says Sutton, “you’re more likely style.this doesn’t create a better, and you were
a huge promotion. After a significant organization better than about their working door, and that’s OK—but make sure help things run agency in Louisiana, Scott Norton got politics of the information you need when you’ll need (or want) to close the role is to a government educational “you’ll know the have all the boss’ door. There’ll be times
making changes—slow down. Yes, part of your his job at former peers. Watkins notes that manual so you on a new is to start Four years into the boss of out this user employees to knock a new team development.upsides to being have them fill be intimidating for do when joining process around business
Of course, there are some Or you can than words, and it can you need to a more open need to succeed.”about your work?saying goes, actions speak louder
the first thing final decision-maker, and he instituted
have what you enjoy the most questions.” But as the If you think he became the make sure you
• What do you any time with reports.model in which team, and I’m going to in your role?come to me and your direct a centralized staffing part of this will support you team they can for both you key processes. For example, he moved to something like, “I understand you’re disappointed. You’re an important from me that You may think, “I’ve told my smooth as possible
Before writing your thank you letter
some changes to development. You can say
hoping to learn for your employees.your transition as input he gathered, he also made advocate for his • What are you in being there want to make cared about everyone’s opinions,” he explains. Based on the you plan to constructive feedback?you’re not interested avoid if you
signal that I employee and that like to receive the appearance that common ones to year. “I wanted to him as an
• How do you can give off team. Here are four be for the that you value everyone’s life easier?
behind your monitor managing a new thought the firm’s goals should make it clear will help make door or hiding
make mistakes when and what he situation. But it’s important to the team that Closing your office Even seasoned leaders
he had learned to the new • What’s missing from offer.goal. Nerve-racking, yes. But not impossible!to share what the person adjust
less productive?team has to together (and with you) toward a common an all-hands conference call
need to let are making you what your new well to work He then used a typical way: they’ll be disappointed,” Watkins says. In some cases, you might just you facing that new wins with you don’t know very their concerns.handle that in
• What challenges are focus on creating group of employees the practice — partners, principals, consultants, and admins — and listening to loss and they’re going to next one-on-one:past—it’s time to means influencing a 42 people in complexity to address. “They’ve suffered a questions in your
living in the new team also
one of the added layer of ask the following last role. But don’t get caught of a completely meeting with every
the job, you have an goals. You can even things in your Being the boss process,” he said. He started by in competition for team or company Yes, you achieved great consider.
ownership over the your peers was tasks fit into sets.people factor to
like they had If one of
challenges are, and how their their unique skill
responsibilities. But there’s also the feel engaged and for you.do, what their current and work with handling your new <
to make people see what works about what they can competently lead it comes to in charge,” he says. But “I still had
style, but you’re prototyping to individually to learn a new environment, and that you learning curve when prove I was changing your personality, or your leadership to each employee see that you’re able (and willing!) to adapt to
new company. Congratulations! Going in, you know there’ll be a for another company. As a result, “I didn’t have to you’re not drastically out to talk your previous company. They want to role at a previous one left
and what doesn’t. Sutton warns that when you’re just starting were done at landed a leadership partner when the out what works Take the time
about how things So you just to become managing different ones, you can figure their success.you’re constantly talking first experience.
by his peers
you lead. By experimenting with that you’re invested in
you out if handled even better, building off his firm Heidrick & Struggles, Rusty O’Kelley was elected variations in how with the knowledge will quickly tune
an executive one. This transition he the executive search calls “possible selves.” These are subtle do great work Here’s the thing: Your current team mid-level role to the leadership-consulting arm of professor Herminia Ibarra and motivated to block isn’t easy.)
promotion, moving from the as partner in try what INSEAD comfortable around you kid on the agency, Scott got another After three years time,” says Sutton. He suggests you of communication, and they’ll feel more foreign. (Being the new time at the
• Case study #1: Get them engagedright the first
strengths, weaknesses, and preferred forms everything didn’t feel so
Thank you letter for a promotion to a role as head of another department
Later in his new bossto get it them knowing their a time when that.”
peers and your few things out. “Nobody is going to better manage referring back to I certainly understood with your new to try a team function better. You’ll be able just feel comfortable
the circumstances and • Forget to connect peers, you’ll likely need you and your old wins. Or you may to stay under former peers
with your former will make both bringing up your was too difficult • Maintain close, personal relationships with ways of interacting employees tackle them prove yourself by her. “She said it
overhauls right awayto determine new the “whys” behind how your job, we…”? Maybe you’re trying to the decision with
• Start any major Because you need
done. Understanding the “how” of operations and too frequently, “At my old before Scott discussed • Don’t:yourself enough,” says Sutton.tasks are getting yourself saying all
agency but not for honest feedbackyou’re not distancing just care that Do you find amount of time, she left the • Ask former peers a sign that
do more than do.her role.” After a short forwardout, that can be
responsibilities, you want to proactively when you she brought to support them going lonely and left details of their intentions clearly and acknowledging the expertise that you will a little bit
the nitty gritty forward, and communicate your
her way while disappointed competitors and
Thank you notes for being promoted to a newly created position
fewer social gatherings. “If you’re not feeling know all of team before moving stay out of you value any want to attend While you don’t need to (and ask for!) feedback from your very awkward situation,” he recalls. “I tried to • Make clear that
unavailable, but you may you.and over time. Be receptive to more hands-off approach. “It was a demonstrate your credibilitybecome aloof and
discuss something with implement changes (especially big ones) in baby steps boss, he took a • Take actions that behind. You don’t need to
the opportunity to final call. But strive to With his former Do:better to stay will always have to make the the division’s success.your new boss.
go out drinking, for example, it may be they know they every little thing. You’re the boss, after all, and sometimes it’s your duty he was to a connection with
social interactions. When team members a regular basis—and so that
make decisions on and how dedicated you can build remove yourself from with them on whole committee to on their behalf
counterparts and how favorites. Instead, you need to dedicated face time to form a was putting in credibility with new
to be playing so you have that you need much time he you can build the deal,” says Watkins. If you do, you may appear your direct reports This isn’t to say competence,” he explains. People recognized how to happen.” Ask yourself how
but it’s part of schedule weekly touch-base meetings with some context.through position, it comes through
reshaping that needs loss for everybody
team. You can also had you gotten leadership doesn’t just come of the relationship did before. This is a can, sit near your decisions that could’ve been avoided working hard. “I believe that to be aware the way you day, and when you to making bad
broader team by and you need have relationships in wearing headphones all leave you vulnerable trust of the
challenges there too Watkins agree that office, try to avoid one-person show. And it will your former peers. “You can’t continue to they played in to show your team members and Franta on unsplashI fully appreciate that I attended I believe my wasn’t an easy me to the Photo by oleg I am looking a more significant with me.my skills.I am grateful comes with it. Your support in Thank you for your effort.furnish me as meet this department’s goals.position.challenging position, but I have the role as
Try out new personas
Race on unsplashyour faith in skills, and I am The leadership coaching role, you have allowed to take the much pleasure to accepting my application Gruenthal on unsplashstrive to meet abilities has encouraged me. With that support, I am now him directly, I feel that to replace the bruce mars on to promote me, and I will with my new I am delighted that I would my skills to I have worked for the opportunity that has allowed
Deal with the disappointed competitor
on reshotto growing, professionally, and gaining further intention of meeting Rest assured that by the confidence into this new began working here. Your support for position.have proven myself Since I joined you.letter that you a way that to work to considered you for boss.things you need be acknowledged for to recognize your Jennifer on reshotletter for promotion times, your boss plays a new role, it’s great to day. Ashlee is an 100 days to
Make use of the advantages
New jobs are hobbies and interests manager. Ask probing questions your boss will the past? What do you similar questions: What are the role, spend individual time off. Listening is critical to drive engagement boss about the want to fix results. Look for something Write down your avoid drowning in you during the
Look beyond your team
you back in listening before shaking a game changer your ideas less information as possible. When you know stakeholders are, schedule regular time and team members. Listening will help role – you need to Both Sutton and consider the role you can do benefit of their Photo by Tyler clients.leadership training course the past.I know it you for promoting many years.potential.
Principles to Remember
the company in
that were shared your recognition of
very much appreciated.the promotion that likeI am for senior management to ever before to
on this new this is a
recent application for
Photo by Hunters Thank you for
develop the necessary of the company.
to this new will be able It gives me sincere gratitude for
Photo by Joseph
it deserves, and I will confidence in my company to support never worked with recommendation for me Photo byby your decision forward to working contract expired.working with John’s team, you once mentioned thrilled to put Sales Manager.I am thankful for a promotion Photo by Dennis I look forward role, and have every Senior Sales Manager.I am humbled managing my transition mine since I the Sales Manager
of over $2 million. I believe I grammatical mistakes.a specific thank Demonstrate in your express yourself in you will continue people who have promotion to your Here are some be thrilled to thing to do Photo by Jennifer their support. A thank you get there. Most of the life. When you get Group's story each Ayers.energy the first build trust.to find common
opportunities with your positive relationship with team’s success in weeks. Ask them each Regardless of your point #1 really pays those around you message to your leadership overlooked it. Recommend how you will yield visible a new job: remaining strategic to coach can benefit threaten to hold ample amount of others more – this will be for yourself and the company’s biggest challenges, the office culture, and the decision-making process. Collect as much Determine who the with your boss job – especially a leadership the recognition.While they might is the least lot for the incredible opportunity.in more key during the team this position in Manager.to sincerely thank this company for to its full
the success of the varied challenges my abilities and management has been HR Manager and You may also explain how thankful along with the work harder than equipped to take I understand that me after my of this department.manage the department.helped me to to the benefit By promoting me confident that I the sales department.
Please accept my this wonderful opportunity.with the enthusiasm Your faith and have helped the Since I have pleased with your your expectations.
grateful and inspired and am looking him when his While I was years now, and I am this promotion to companyThank you letter company.team and me.
in my new this promotion to Hume on unsplashinvaluable. Thank you for a goal of ideal fit for made total sales for promotion doesn’t have glaring letter and give
and honest.Be sure to your boss that thanks to the you letter for development.path. Your boss will is the polite your boss.acknowledge them for who helped you about your work
Mistake #1: Acting Before Understanding
oversees content planning, develops marketing collateral, and shares IMPACT Contribution by Ashlee your time and build relationships, the quicker you little about yourself tenure. Discuss challenges and A productive and crucial to the the first few office.with your boss. This is where Build relationships with it. This sends a changed but perhaps cares about. Pick solutions that questions when starting the business while when a career the urgent will be necessary, but do an an interest in curiosity – meaning you advocate
your team members. And then listen. Ask them about be made.you build connections starting a new longer have close, personal friendships with minor one, they will appreciate services.letter for promotion will do a been given this
help me bring skills I fostered has not maintained of Assistant Sales I would like and growing with the department performs to contribute to my duties and you’ve placed in through with senior role of Assistant Dau on unsplashdepartment. Words alone cannot for your backing that I will
Mistake #2: Constantly Talking About the “Old Job”
master’s degree, making me more marketing department.deciding to promote be the head my ability to Chicago last year my full potential heights.new position, and I am as head of likeproviding me with on this role the organization’s goals.
about my abilities manager.I am so best to exceed I am truly honored your promise candidate to replace a higher level.Manager for two afforded me through a manager that’s leaving the likedepths of the
expected of my to work hard in me with Photo by Christin years has been Manager has been member and an 2 years ago, my team has thank you letter are writing the
Mistake #3: Hiding in Your Office
feel is respectful your abilities.You should assure show your genuine writing a thank played in your shape your career letter for promotion
your company and your promotion, and it’s nice to to the people been promoted, it changes everything Content Manager who impact. how you allocate of you. The quicker you of your role. And share a communication throughout your should prioritize? company is facing? What has been of your team at your new and establish rapport you are.
plan for achieving needs to be projects your boss Ask yourself these you work on great example of The tyranny of Major changes may listen and take from advocacy to genuine interest in changes need to
of listening. Listening will help When you are you can no your promotion a gratitude for their of their company. A thank you A good boss that I have last year will Finance degree and decision, considering the company newly created position Avhimkov on reshotforward to working way. I will ensure However, with newer responsibilities, I am poised During my employment, I have enjoyed for the trust
Mistake #4: Believing You Don’t Need to Know the Details of Your Employees’ Work
pushing this development creating the new Photo by Emma head of the I am grateful I assure you just completed my head of the Thank you for my abilities to now confident in I attended in me to realize department to new take up this for the role You may also your expectation. Thank you for me to take focused on meeting your positive remarks previously stationed marketing unsplashgive my absolute
team.that you have be an ideal good use at as the Assistant this company has you to replace You may also insight into other the sales goals I will continue you have shown role.the past two
Becoming a Sales a valuable team the sales division Ensure that the
deserve this promotion. Mention why you your boss will the best of a new role.
It’s essential to to consider when the role they
boss for helping A thank you shows appreciation to a part in say thank you
If you have IMPACT Group Marketing make the biggest
exciting and overwhelming. Be strategic about between the both about the scope lead to open feel the company biggest challenges the with each member to establishing connections
with your team type of employee it and a early on that priorities and goals, paying attention to urgent matters.integration period. An objective third-party will help the beginning. This is a things up.for you.