Becoming the Boss of Your Peers
I was 23 years old and started a role in a new department at the organization where I had been working for 5 years. My boss (let's call him Pete) was twice my age, had multiple college degrees, and had significantly more experience than me. Everyone else on the team was also older and more experienced than me.
A few months into the role, the president of the organization called me into his office and asked me to take over running the department. I asked, "Where is Pete going?"
Pete wasn't leaving. He not only was staying in the organization, he was staying in the department. I would be Pete's boss. I'd also be overseeing the other staff who were once my coworkers. Talk about awkward.
Stepping into a leadership role can be exciting and rewarding, but when you become the boss of your former peers, the transition can be uniquely challenging. When I first joined the team at Granger and before I became the executive pastor, I was dubbed "the golden boy" by some of my peers because of the influence I had with the lead pastor. It wasn't long the entire staff was reporting to "golden boy." Shifting from teammate to team leader requires navigating changes in relationships, authority dynamics, and communication. Here are three key challenges and three strategies to help make the transition successfully.
Top 3 Challenges:
Redefining Relationships: Former peers may struggle to adjust to the new dynamic, and you might find it difficult to set boundaries while maintaining rapport. Relationships that once thrived on casual interactions and shared experiences now require a more professional tone. Balancing empathy with authority is essential to avoid confusion and maintain trust. You may be able to maintain the friendships as well as the working relationship--but it will be hard work.
Establishing Authority: Earning respect as a leader can be tough when your team remembers you as "one of them." It can feel awkward to give instructions or hold former peers accountable, especially if you previously shared grievances about management (which, sidebar, is never a good idea). Consistent, fair decision-making helps reinforce your authority without alienating the team.
Managing Perceptions: Colleagues may suspect favoritism or feel resentment, especially if they also applied for the role or thought they would have been chosen ahead of you. It's not uncommon for others to assume that friendships influence your decisions. Proactively addressing these concerns and demonstrating impartiality can mitigate misunderstandings and foster a more cohesive work environment.
Top 3 Strategies for Success:
Communicate Clearly and Consistently: Be transparent about your new role and responsibilities. Share your vision with the team and invite their input. Regular check-ins and open dialogue can help dispel misconceptions and create a sense of inclusivity. When employees understand your goals and expectations, they're more likely to support your leadership.
Set Boundaries Early: Clarify the difference between friendships and professional relationships. It's crucial to lead with fairness and consistency. Establishing these boundaries early prevents confusion and sets a professional tone. Make it clear that decisions will be based on performance and team objectives, not personal relationships. Be clear about your obligation to your first team.
Focus on Team Success: Shift the focus away from yourself and toward the team's goals. Celebrate group achievements and reinforce that success is a collective effort. By highlighting the contributions of individual team members and the group's overall progress, you foster a collaborative environment where everyone feels valued and motivated.
Transitioning from peer to leader requires self-awareness, communication, emotional intelligence, and a willingness to grow. By acknowledging the challenges and applying these strategies, you can build trust, foster collaboration, and lead your team to success.