Business leaders aren’t promoted just for the sake of being promoted. A promotion is a declaration of their commitment to the job, their ability to motivate other team members, and most of all, their ability to execute assignments effectively.
Being promoted is exciting. It’s an answer to employees who feel they’ve excelled and are aching to be challenged.
That said, one promotion shouldn’t be viewed differently from another. Whether you’re being promoted to a senior position in Creative, IT, Marketing, Sales, Administrative, HR or any other role, there’s a common theme permeating through each role:
As a leader in your respective department, you’re tasked with not only shouldering more responsibilities, but doling out and monitoring those responsibilities to employees around you. It can be a tough adjustment for some. You have to be prepared to hit the ground running and avoid as few mistakes as possible. It’s a lofty transition, but it doesn’t need to be as stressful as some might make it out to be.
There are many things you can do to ready yourself for the day your name’s called.
Adjust Your Mindset
You’re in charge now. Employees will be relying on your skills and expertise to help them succeed and grow. You must inspire employees and shepherd them through the ups and downs of each and every project before you. The previous mindset was to listen, where now it’s to lead. And that can be difficult at first to get used to. After all, most of the coworkers that stand before you now were old cube mates or watercooler buddies. Having to maintain that connection, but still take charge when the time comes is key. But you must coach yourself up first and tell yourself you can command others willingly and respectively for the common good of the business.
Be True From The Word “Go”
Promotions are auditions in the minds of the employees underneath you. If you come out the gates spewing fire and demanding the world from them, there’s a chance you’ll get that, but the cost can be substantial. Employees are not going to be resistant to change, but they will question the timing and intensity. Processes need space and time. Just like training. You can’t expect every new hire to fully digest a training course in one day, nor can you expect employees to learn a new program or trade by the end of a presentation.
Employees want to be challenged, yes. But they are more responsive to a shift when they’ve been given the proper time and leader to guide them there.
Don’t Lose Sight Of What Made You Excel
Deadlines loom larger. Employee Q&A’s grow and grow. Put simply, you’re being pulled in all directions. But when times get stressful, just sit back and ask yourself, “What was it that got me here?” What did you do that grew your skills and benefited those around you? I’m not asking you to drop the suit and tie and go put the chefs apron on again for old time’s sake; I’m asking you to never lose focus, don’t lose that 6th or 7th gear in your work ethic that helped turn your audition into the current role you have now.
And that last sentence rings true for the other points before it. The best way to adjust to a promotion is to balance the scale of old work ethics with delegation. Find your quiet confidence and don’t lose sight of team morale by trying too many demands with little time for employees to react.