A promotion from a lower-level role to an executive position is a milestone achievement for an employee. However, the initial response from one’s current peers may not always be as positive or supportive as a newly promoted leader might hope. Shifting into a senior leadership role can present unique challenges for a brand-new executive, particularly when it comes maintaining established working relationships with peers who may now become direct reports.
Here, Forbes Coaches Council members share common challenges that can emerge when a lower-level employee makes an internal jump into an executive role. Their insights below offer practical advice to help first-time leaders navigate this critical transition smoothly.
1. Determine How You Want To Lead
The first thing to do is get comfortable with the new role. Take some time to think about what kind of leader you want to be, how you want to show up as a leader and what impact you want to create on the business and the people on your team. Once you know that, act according to your personal standards. Worrying about what others would think of you is a dead end. Focus on your mission. – Daria Rudnik, Daria Rudnik Coaching & Consulting
2. Anchor Into Your Own Strengths
This can be a really tricky transition for many, as you may feel self-doubt and/or imposter syndrome, and may even be on the receiving end of some backlash from peers. The key to not letting that get the best of you is to anchor into your own strengths and positive mindset. Go into those relationships open to and curious about any concerns they may have, and position yourself as a strategic partner. – Julie Menden, Julie Menden, LLC.
3. Be An Excellent Team Member
Leaders at all levels must be great communicators. Current peers can be raving fans, supporters and colleagues even when you rise into a new role. If you become a manager of your existing peers, they will support you more than you think. Iron sharpens iron. Be an excellent team member every step of the way, and others will too. – Tammy Kling, Voices Speakers Bureau
4. Separate Work From Friendship
Going from being someone’s peer to being their boss can be very challenging. You must separate work from friendship, and make that clear to the peers who will now become your direct reports. Let them know that doing what is best for the company is your priority, and at work, your relationship is a business relationship. You then have to decide if there will be a “friendly” relationship outside of work. – Liz Trocchio Smith, The Trocchio Advantage
5. Accept Changing Dynamics And Be Responsible
The higher-level leader is always responsible for the relationship. Accept the fact that you are not “one of them” anymore. You are the boss, and people will not always agree with you or like you all the time. Be clear on expectations, set the tone, listen to their input, provide them with the resources needed to do the job and get out of the way to let them shine. The rest takes care of itself. – Jason Ballard, Soar Higher Coaching & Training
6. Be Transparent About Leadership Choices
Set clear boundaries around time and communication, and explain to your current peers why you’re making those changes. Involve them in the conversation so they understand how the expectations of your role have changed and what is required of you to be successful. Stay open to their feedback and iteration as you continue working together in this new capacity, demonstrating humility and empathy. – Nathalie Weister, EPM Studio
7. Initiate ‘Coaching Circles’
Transitioning leaders should openly discuss the new dynamics and expectations with peers. They can initiate “coaching circles” to foster mutual growth and maintain trust. Cultivate peer mentors within the group, leveraging their insights for a smoother transition and reinforcing collaborative ties. These approaches not only ease the shift, but also strengthen team cohesion. – Kerri Sutey, Sutey Coaching & Consulting LLC
8. Share What You Learned From Peers
Tell your peers what you’ve learned from them, even if you haven’t thought about it before. This is about more than just being kind and humble. It’s about being mindful. New executives often stumble because they undervalue peer alliances and network-building. Sharing what you’ve learned from your peers strengthens bonds, builds trust and helps leaders become more aware of how critical their network is. – Matt Paese, DDI
9. Hold Onto Your Authenticity
Step into the new role and hold onto your authenticity. Share with your team what the promotion means to you regarding accountabilities. Make it an open discussion with them so that you can establish new boundaries and expectations without having to be transactional. Then, eloquently evolve the individual conversations into your expectations for them. Empathy and trust can go a long way. – Gideon Malherbe, Virtual Consulting
10. Learn To Say ‘No’
The most important skill is to learn to say “no.” Many people tend to please former colleagues rather than owning their decisions. Leadership is not friendship. The willingness to include everyone but not depend on anyone’s opinion is essential. Choose what is best for the company and its future. Leading is not about finding a common denominator; it includes making uncomfortable decisions as well. Go for it! – David Kubes, Access Consciousness Leadership
11. Address The Role Each Person Can Play
First-time leaders should address the “elephant in the room” when transitioning from peer to boss: They should share their aspirations for the team and how each person fits into the vision. A peer often sees strengths that a boss may not, and they should use this knowledge to mold the role their peer can play. A new leader can’t do it alone, and they should enlist the support of their former peers for team success. – Jill Helmer, Jill Helmer Consulting
12. ‘Show The Way While Going The Way’
Moving up the levels of leadership requires building trust and relationships. New leaders should lead by example—”showing the way while going the way”—and begin developing others. Constant communication of the organization’s vision with full transparency is key. This ensures that transitioning leaders maintain credibility and foster a collaborative environment as they adapt to their new roles. – Farshad Asl, Top Leaders, Inc.
13. Have Individual Conversations
Not all peer relationships are the same, and consideration needs to be paid to each relationship separately. However, in each case, a conversation with the peer framing the new relationship would help. – Basav Ray Chaudhuri, Coach with Basav
14. Show Humility To Gain Respect And Trust
Transitioning leaders need to strike a delicate balance. Open communication is crucial to ensuring transparency about the transition and changes in responsibilities. Show humility and acknowledge peers’ expertise to maintain respect and trust. Remain approachable and foster a collaborative environment. Seeking mentorship from experienced leaders can provide valuable insights and guidance. – Martha Jeifetz, MJ – Executive Coaching & Advising
15. Create A Supportive Team Environment From The Start
The first thing to remember is that what got you here won’t get you there. You were hired based on your previous experience, but now your job has changed from doing to leading, which means if you’re not careful, you’ll end up micromanaging. Have an open and frank discussion with your new employees and create a team environment where they help you and you help them from the start. – John Knotts, Crosscutter Enterprises
