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12 Tips For Managing Coworker Relationships After You’ve Been Promoted

If you’ve been with your company for several years, you’ve probably established relationships with many of your peers. Now you’ve earned a big promotion. Congratulations! Not only does this mean that you’ve been succeeding at work, but that others are recognizing the hard work you put in.

However, your new leadership role may also impact how you manage your workplace relationships. How should you interact with those you are close to, but now possibly in charge of? To help, 12 members of Forbes Coaches Council share tips on managing workplace relationships after gaining a promotion.

Members of Forbes Coaches Council offer tips on maintaining good relationships with co-workers after you’ve been promoted.Photos courtesy of the individual members.

1. Be A Servant Leader

The assumption that the nature of the relationships among coworkers inherently changes after a promotion is an outdated notion. The personal and professional relationships both tend to stay the same if the promotion is treated as an additional venue to help others succeed. Servant leadership will inherently result in the elimination of the promotion noise and its impact on team dynamics. – Kamyar Shah, World Consulting Group

2. Establish New Expectations

If you have been given an intra-office promotion, it is important to outline your new expectations to your team. I taught the concepts of group dynamics to military classes. An intra-office change in roles will have an effect on any high- or low-functioning team. Establishing your new expectations is one of the first steps to effectively managing the team. – Mika Hunter, Female Defender

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3. Build A Team Relationship Culture

Build the foundation of an “I+U+WE+” relationship culture. Leverage the peer connection by inviting them to meetings where you invite them to articulate their deeper goals or blocks. Seek to understand how they relate to the larger organizational goals. Take the time to consciously establish new bilateral agreements about expectations and roles with a joint purpose of a solid relationship. – Cheryl Leong, Leading with Consciousness

4. Be Consistent

Workplace relationships could be complicated, so with a promotion, it is safe to expect changes in workplace relationships. The ideal response, however, is to remain consistent, and by that, the leader should be authentic, focus on adding value and be a reliable advocate. In most cases, the consistency will earn you the respect and admiration of your fellow colleagues. – Dr. Flo Falayi, Hybrid Leaders, Inc.

5. Consider Your Broader Responsibility

Taking on a new role will require the evolution of your workplace relationships. A title doesn’t change who you are, but it will naturally impact how you interact, especially if your former peers are now your direct reports. As a leader in the organization, information you may gain from social interactions can put you in a difficult situation. Keep in mind you have a broader responsibility now. – Tonya Echols, Vigere

6. Deepen The Existing And Build The New

In the military I first saw how people reacted to another’s promotion. Some people who won promotion carried a more aloof mindset. Others treated the promotion as an opportunity to serve and widen their positive influence not to leave others behind. The latter worked best. View title and responsibility increases thankfully, humbly. Find ways to increase your service and relationships with others. – John M. O’Connor, Career Pro Inc.

7. Manage Your Brand Perception

All of us have a personal brand, whether we manage it or not.  Every relationship is an opportunity to enhance or detract from that brand. You will still want to be known as authentic, reliable, relatable, etc.—that won’t change. Manage relationships now so that people also see you as more strategic versus tactical, more inspiring versus directing, more leading versus managing. Lead in the relationship. – Kimberly Roush, All-Star Executive Coaching

8. Balance Social Distance With Empathy

You will now be privy to confidential information, including performance and compensation decisions. The organization needs to trust that you will be objective and impartial. Explicitly revisit your expectations with former peers who may now report to you. Listen, express empathy and clarify your commitment to helping each of them succeed, but remember that you are no longer “one of the gang.” – Shoma Chatterjee Hayden, ghSMART

9. Know Their Drivers

It is critical when you move from colleague to leader/manager in any company that you take time to understand the driver of each person that you manage. Their driver is why they get up in the morning, and it is connected to their purpose in life. If you can customize your conversations to tap into their driver, you will connect on a deeper level. This will allow you to influence them and grow their skillset. – Jon Dwoskin, The Jon Dwoskin Experience

10. Find New Ways To Add Value

Any change in leadership is going to affect the team dynamic by bringing you back to the start of Tuckman’s model of “forming – storming – norming – performing.” Accept that it will disrupt the status quo and there will be tension. Your mission is to move through this as quickly as possible. So share a compelling vision, set clear objectives, listen to feedback and find the best ways to add value. – Gabriella Goddard, Brainsparker Leadership Academy

11. Create Early Wins

During your first 30 days in the new role, discuss expectations with your boss first. Then set up 30-minute meetings with each team member. Listen attentively without making judgements. Some may use the opportunity to vent, but take it in stride. Be honest and transparent; let them know you value their contributions and that you will support their career development efforts, but don’t overpromise. – Daisy Wright, The Wright Career Solution

12. Be Objective

Promotions are validating and rewarding, but if you’re not objective with your colleagues your relationships can suffer. When we get caught up in subjective communication patterns we may label, prejudge, play favorites or be generally inconsistent. Objectivity is based on the observable, which keeps emotions from running wild so your views will be consistent, fair and away from that water cooler. – Erik Fredrickson, Erik Fredrickson Coaching

[“source-cnbc”]

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