Do good employees make good leaders?

The question should be can good employees make good leader? And the answer is yes, but only if they are given the tools and skills to make the transition. Very often a person is really good at their job, so leadership decided to make them a manager, and frequently the employee is asked to supervise their peers. This brings a host of issues for both the new manager and the employees. If the new manager is not given the tools to make the transition, the outcome can be catastrophic. Let’s look at a couple of areas to make the transition a win-win for all involved.

New supervisors often want to make positive changes in the workplace so it is run the way it should be, so they jump in with both feet and start making changes. One of the first lessons for a new supervisor is your role has changed and you need to take some time to understand the current culture of the area. Although you have worked there, you may not know what effect your shift in responsibilities will have, so take some time to slow down and take stock. This will help to alleviate problems down the road.

Start with meeting with your new supervisor to understand how they see your role. Use the opportunity to gain clarity on communication with your manager such as how often you will meet and how do they prefer to communicate. In addition clarify your role in decision making and authority. Ask your new supervisor how they see you areas of strength and areas in which you need to improve. Discuss your need for feedback and schedule some time in the near future to get feedback on your performance.

Next, take time to meet with each member of your staff, and make a point to listen very carefully before you speak. Tom Peters discussed 18 second managers and how managers often listen for 18 second before they start talking. This is especially important if you are moving from a peer to leadership positions. Do not kid yourself, your relationships will change. Not only will your peers start treating you differently, you will start treating them differently as well. Start by having an upfront conversation with each of your peers and discuss how your new role will affect your working relationship. It is important to discuss your “new relationship” in terms of expectations. Bring issues out into the open, and set up new guidelines. Be aware that your former peers may expect favors due to your prior relationship and it is important that you do not treat them any differently. Do not be easier or harder on them. When situations arise, address them immediately through respectful one-on-one conversations.

These are only a couple of the roadblocks new supervisors will face and it is up to the leadership to give the new manager the required skills to make the transition effective. The organization will benefit if the new supervisor is given a mentor or coach to help them transition into the new role. An early intervention will eliminate multiple problems down the road.