It is certainly thrilling to move into a leadership position, yet some moments turn out to be rather awkward. Particularly, launching the career of a leader among those who work with oneself sounds too out of the ordinary.
For a while, it will be unusual for you to take on the responsibility, and the group will need time to adjust. This guide offers down-to-earth methods to develop trust, indicate the limits, and prove your leadership without generating an elevated level of tension.
1. Communicate Expectations With Openness and Respect
Strong communication is vital so that your team can stick together and pull in the same direction. When you’re leading a team that used to be your peers, it is even more crucial. After all, people at every level are wrestling with understanding what’s changed and what hasn’t.
If you communicate your goals, leadership style, and team hopes, your subordinates won’t have to guess. How thoroughly you elucidate your new role and why you have taken certain steps will grant them confidence working with you and lay the groundwork for an impactful partnership.
2. Establish New Boundaries Early to Avoid Misunderstandings
Boundaries not set can result in a free-for-all. There were likely inside jokes, casual agreements, and unspoken expectations in your dealings with peers.
Making boundaries doesn’t mean you cut them off or keep your distance. It is showing the boundary lines, demonstrating what your boundaries are and where you draw the line between friends and work relationships on a regular basis. Start acting like you treat everyone the same way; if they notice that, your peers will see you as a leader.
3. Stay Fair and Consistent to Build Long-Term Trust
Fairness creates trust, and confidence means everyone can relax and put their best work forward. If you treat every team member equally—no favorites, no backroom deals—you demonstrate that your selections and evaluations are based on work rather than friendship.
Your previous peers notice this kind of stability. They understand that your advice, your high-performing roles, and your standards are consistent for everyone. Genuine trust in your leadership abilities develops over time. Your whole team can, as a result, follow you with faith more easily.
4. Give Feedback With Clarity and Confidence
Providing feedback to a person who was previously a colleague of yours may seem strange. You might be concerned about appearing condescending or altering your rapport. But it is relevant to your responsibilities now, and it is necessary for the development of your unit.
The crucial aspect is to remain formal during the conversation and concentrate on a colleague’s job rather than their personal identity. Illustrate this with simple examples, describe the way it affected others, and criticize with a suggestion. If a person believes that your criticism is intended to provide guidance rather than to be malicious, they are less likely to feel resentment.
5. Strengthen Collaboration by Encouraging Team Ownership
Strong teams aren’t powered by one person making every call. Including your previous peers in planning and problem-solving demonstrates that your respect and regard for their opinions has not waned. It helps them understand that, despite your rise in status, you still find their suggestions valid.
Granting people authorship over their work nurtures commitment and demonstrates followership to more than just your leadership. Ask for their feedback and ideas, and let them be in charge of projects. It transforms the team from “doing what the new boss tells us to” to “cooperating on the same endeavor.”
Lead With Clarity, Kindness, and Confidence
While the whole process may feel challenging in the beginning, it doesn’t necessarily have to be complicated and uncomfortable. If you approach the tasks with honesty, establish the boundaries from the start, and maintain a just attitude, the change is more comfortable for all the parties involved.
