While delivering a leadership workshop, a bright, intelligent, newly-promoted young lady asked for advice about leading people on her team who were long-tenured and many years her senior.
Her question caused me to remember a brash young Captain standing in front of his new command and the first words out of his mouth was that ‘there is a new Sheriff in Town and there was going to be changes.’ He came off looking like an idiot and immediately lost his credibility.
He should have entered calmly and slowly asking people for their names and stories instead of assuming everything needs fixing.
He completely disregarded the culture and values of the team he was taking over. He disrespected the combined wisdom and experience of his second-in-command, his sergeants and the rest of his people.
read about surviving your first 90-days as a leaders
Managing a team can be a challenge for everyone. But, overseeing someone your senior can be intimidating because you assume they have more experience, more knowledge and more confidence than you.
Here are five tips on what to do to can get the most out of your team without anyone feeling uncomfortable.
- Have confidence in yourself. Someone promoted you, and they think you can do this.
Think about why you got the job and why they didn’t. Perhaps they missed out, or maybe they wanted more time at home. Whatever the reason, you got the job because you have strengths, but that doesn’t mean that they don’t have skills.
Be patient and assertive about what you would like to achieve and how you would like your team to support those goals. Avoid being pushy. Managers who brag about being a good boss usually aren’t.
- Despite your age, be the adult and minimize friction.
One of your most important roles as a new manager is making it clear what you want the team to achieve. Adopt a leadership style to reduce the friction between team members.
Focus on achieving tasks rather than on your role as a new manager.
If there is clear direction and your actions are in context, the logic & rationale behind your decisions will be clear.
- Don’t underestimate the power of your elders.
It’s important to remember that all the experience your older employees have built up is valuable to you too. Everyone brings experiences and knowledge to the table, so use it.
You can start team discussions off assuming you can all learn from each other. Summarize how each team member can contribute to achieving your objectives can ensure buy-in and will make people feel good.
- Understand what motivates your team members.
You need to figure what your team members need to stay happy and working hard. Everyone is motivated by different things, so you must ask them how they want to be managed and respect their opinions.
Regardless of age, knowing what matters to your team members and how you can support them brings meaningful rewards. For example, older employees might value flexibility in time, whereas younger staff might want professional development or financial rewards.
- Plan to get the best from your team.
Nothing demonstrates experience, knowledge and confidence like success. With achievable objectives, you will not need to feel intimidated by anyone younger or older.
You are a good leader, or you wouldn’t be there. Your job is to create a healthy environment that brings together the different skills on your team.
And lastly, there is no need for clichés and pomposity. Be a good Boss, be clear about what you want to be done and allow people to help you succeed!