Sign up for the Today newsletter
Get everything you need to know to start your day, delivered right to your inbox every morning.
I was promoted to a new role at my company without proper training. How can I turn my frustration into focus?
Elaine Varelas provides guidance on how to set yourself up for success and succeed as a new leader, even without a roadmap.
Q. I was recently promoted as my manager is taking a position in another city. He promised to have me shadow him but instead took care of personal business during his last full week at work AND worked from home two days of the week, which made it IMPOSSIBLE to “shadow him.” He is staying with the company. Can I say anything to leadership about how unprepared I feel?
A. I’m sorry your former manager didn’t take the time to help set you up for success in your new role. Let’s have confidence and assume he thinks you are ready and didn’t need his guidance. “Telling on him” by informing management is not in your best interest. What you can do is develop a comprehensive list of questions for him that will give you insights into the role and what he learned while he was in the position. So, what should you ask?
Advertisement:
Here are some questions to consider asking him:
- What was the best thing you did in the role?
- What did the leadership of your company see as the best strategy you developed and implemented?
- When was leadership of your company most disappointed in you or your team’s performance?
- If you could change one thing you did while in this role, what would it be?
- If you had the chance to make something happen that you couldn’t accomplish, what would it be?
- What’s the best way to communicate with my new manager?
- Can you tell me about your staff, the biggest obstacle you’ve faced with them, and how I can help them achieve their best performance?
These kinds of questions can be both strategic and operational. Take notes on the responses you get. Dig deeper. Think about putting together a plan for your first year in the role. Your predecessor was promoted, as you were, so clearly many things must have gone well.
These kinds of questions are valuable both for leadership role interviews and for conversations with your new manager to understand what they want to see. Your new direct reports would welcome if you asked for their input as well. It can be hard to focus on the positive when you feel shortchanged on training. You have your own ability to learn and surpass your predecessor. Build alliances by letting this person know you’d value input and longer-term access. Burning bridges won’t be in your best interest and management doesn’t want to hear that you aren’t happy with your lack of preparation for your new role.
Be civil. Be kind.
Read our full community guidelines.To comment, please create a screen name in your profile
To comment, please verify your email address