When promoting an employee into a management position, what are your responsibilities to make sure the new manager makes a successful transition into leadership? As a leader who has made the promotion recommendation, you have two clear responsibilities to the person who has been promoted. The first is to clearly define the expectations you have for them and their role and responsibilities. They are now role models in this new responsibility, and everything they do speaks. This new reality must be reflected in their attitude, approach, and, most importantly, in their behavior. They can never lose sight that your expectations and theirs must be in sync.
Below are some examples of expectations. Your list will be your list, and your expectations must be clearly communicated and outlined to them by you.
They are brand ambassadors for their personal brand and the organization’s brand.
They get their results through others.
They confer with their partners and teammates in other departments such as legal, finance, HR, and those they work with on a regular basis.
They will need to become familiar with company policies, procedures, protocols, and regulations which will protect their people, the company, and their reputation.
You aspire for them to become a learning machine, and they lead by example in their desire to be The Best, The Brightest, Most Informed, and the Best-educated person they can be.
Secondly, as the leader, you will have to believe in them until they have the confidence, knowledge, and success to believe in themselves. You bridge this knowledge and confidence gap through your help, support, and belief in them. Your belief in them, until they are ready to believe in themselves, is often the difference-maker in the success of a new promotion.
Finally, as in all we do as the leader, “we set the tone from the top!” To set that leadership standard, you should consider setting and articulating your Leadership Expectations to the organization. These clearly defined expectations, combined with your values and workplacepolicies, all provide guidelines for you to model what “Exceptional Leadership Looks Like.”
AMBIGUITY, as defined by Dictionary.com, is doubtfulness or uncertainty of meaning or intention. This is a difficult position for a new promotion to be in, so clarity must be paramount in the promotion process and from you as the leader.
These will also set clear expectations for your new management person and bring into focus any confusion that may exist as they begin their promotion journey.
In our next newsletter, I will give a broader view of the Leadership Expectations from an organizational perspective and a clarity perspective.
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