So, you’ve been recruited to manager from the ranks of the department. Now what?
Here’s my ‘top-ten’ guide of things to think about (and to put into action) when you’ve been elevated from the rest of the department to now lead the team:
- Face facts - the quicker you accept that you are no longer one of the gang, the quicker you’ll be able to adopt your new role and prosper.
- Negotiate a contract - start immediately by initiating discussions with your ex-buddies on what ground-rules you’ll need to work together – bring likely problems into the open.
- Be impartial - experience suggests that this is the hardest nut to crack as a new manager. If a friend asks for preferential treatment – would you do the same for others? If not, explain why not, firmly, and treat all fairly. Sorry – but outside of work is for ‘friends’.
- ‘Button it’ - OK, so you’ll still probably face challenging clients, impossible targets, and painful people. Yep, life’s hard. However, emotional outbursts, tirades and tantrums erode credibility and respect – save them for home.
- Tame the Ego - what do you mean, ‘it’s difficult to be humble when you are so good’? Get your new team engaged by welcoming their views, praising their contributions, and listening to them. You are the manager – not the messiah.
- Make up for your losses - miss camaraderie, brainstorming and a stimulating exchange of ideas? OK, join a book club!
- Bite your tongue - beware the fine line between sharing information and compromising confidentiality. Before ‘chats’ become inappropriate, remind your group of the position you are in. If you have the lose tongue – stop talking and get out!
- Rebuild your confidence - it will be knocked from time to time. So, at home, write down the positives about your new role and what people admire (that put you there in the first place). Review the list from time to time.
- Want the ‘good old days’ again - stop looking back with rose tinted glasses and look ahead. List the frustrations of your old role and alongside that the benefits of your new role. Still want to roll back the clock?
- Pop the champagne - go on, celebrate. You got this job because you darn-well deserve it!
So, while management training might not be mandatory for you – beyond Management Course Stage One – the way we do it at the Connect2Law Hubs is a dynamic way for you to start to build the hardest of skills – the soft skills – as a manager of lawyers.
So, want to survive and prosper? Improve the engagement of your people...
Talk to your Connect2Law Hub.
