In the first post of this series, Asking for a Promotion, we talked about some steps to take to prepare before asking for a promotion.

Over the past two weeks, we covered two out of three key steps to success once you get the promotion: Gratitude and Curiosity.

Today we’re talking about the third step, which is respect.

Now that you’ve communicated a sense of gratitude for this new role, gotten curious with the team, and chatted with them using some of the questions we suggested last week, you’ll want to take things a step further and communicate respect about the actions and decisions made historically.

When you’re respectful of historical decisions,
you’re acknowledging that the team has done
what they thought best at the time. 

This certainly doesn’t mean that you agree with or will continue to do what’s been done historically. It means you’re aware of the work that the team has been doing, and you appreciate their decisions and behaviors.

It’s quite possible that they were acting on someone else’s direction, so be thoughtful of your words. Starting off your new role by insulting your team or the previous leader is poor form and could derail your efforts.

As a lead-in for any of the below questions, saying something like, “I’m impressed with all of the great work you’ve/this team has been doing and really appreciate your efforts. To understand things better, I’d like to learn more details about what factors went into the decisions and how they were made.”

  • I’m curious about what each of you knows about the history or background of this effort/project/process/system.
  • Can you describe to me what the key factors were that went into the direction/decision?
  • Would each person share a bit about their history with this project:
    • What do you see as the benefits of this current project/process/system direction?
    • What are the current concerns that need to be addressed with it?
    • What suggestions do you have to make it better?

As you’re moving into a new role or even taking on some additional responsibilities, be thoughtful about how you make the transition.

Showing up with gratitude for these new opportunities with a genuine interest in the people you’ll be working with, and with respect for the work that’s been done to date, will let your team know that you’re their ally and that, together, you’ll create success.

Next week, we’re going to speak to those times You Didn’t Get Promoted, Now What? because you may not get all of the promotions you’re hoping for. Responding to the news and moving forward from there as a leader is critical to your success and your happiness.

To your success!

– Linda, Stephanie, and Heather

If you’ve landed the promotion and would
like support with this important transition,
contact us today about Executive Coaching.