Managers who are put in the position of having to manage former peers face many challenges includingSupervising peers with more years of experiencedSeparating friendships from work relationships Gaining respect from former peersKnowing when to share information Asking friends to complete hard tasks Jealousy from being promoted over othersQuestioning ability to manage effectivelyIf the transition is handled effectively, trust, loyalty, and engagement will result. If handled poorly, however, resentment can fester, trust can erode, and the team environment can become toxic. That is why it is critical for managers who are supervising former peers to follow a 4-step process: Set the stage Establish your authority skillfullyEstablish fair, equitable processes and protocolsReflect, reprioritize, and recalibrateSetting the stage involves stepping back, evaluating the “landscape,” and scheduling time to meet with every team member. Establishing authority skillfully means avoiding “Godzilla Syndrome” (coming on forcefully and creating abrupt change) and thinking through how you want to lead. Establishing fair, equitable processes and protocols is about developing team norms that everyone can buy into. Reflecting, reprioritizing, and recalibrating is the process of continually evaluating your progress and course correcting when necessary identifying resistance, tackle awkwardness head-on, and remain agile to navigate new challenges that may arise. When managers follow this 4-step model, they can significantly increase the likelihood of a successful transition from peer to boss.Who Should AttendSenior and mid-level leaders, managers, and supervisors.Why Should You Attend Managing former peers can be a stumbling block for even experienced managers because it fundamentally changes the relationship from one of equality to one in which there is an unavoidable power differential. Navigating this transition effectively can mean the difference between an engaged employee and a resentful one.In this presentation, we’ll cover some of the key factors concerning managing former peers. These include:Acknowledge the Change: Be open about the shift in your role and acknowledge that things will be different Set Clear Expectations: Clearly communicate your expectations as a leader Focus on Building Trust: Trust is crucial in any leadership role but especially when leading former peers Be Approachable: Encourage open communication and make yourself available for questions or concerns Lead by Example: Model the behaviors and work ethic you expect from your team Stay Humble: Recognize that your former peers may have valuable insights and expertise that you can learn from Address Challenges Promptly: If any issues arise, such as resistance to your leadership, address them directly and respectfully Topic BackgroundLeading former peers can be a complex and delicate task. When you transition from being a peer to a leader, it's important to handle the change with sensitivity and respect.