Q: I have been shifted sideways although it has been dressed up as promotion. I think the message is "the next move is out the door". What should I do?
A: In this situation, many of us feel frozen and trapped between fighting for our job and sulking at work. It doesn't take an executive coach to tell you which route will get you sacked fastest, but what you do need to do is make very visible signals that you are enthusiastic to contribute to the success of your organisation.
I know you feel unloved but now is the moment to be the first to volunteer for responsibility, to work that extra hour and to find something to praise your boss for. It is never too late.
Don't get trapped into whinging by the water cooler. Even if your boss doesn't hear about it, HR will.
And if you are right that the writing is on the wall, then ensure your CV is up to date, increase your networking and start looking. The crucial thing is to start being active so it becomes your decision rather than playing the victim and waiting for the sword to descend.
Q: My wonderful boss is having to retire because of serious ill health and I have been given the opportunity to replace her. This is too scary for words, an impossible act to follow. She was effective as a leader, charismatic, and a really impressive listener. I suspect I'm not alone in the team in saying we would have followed her anywhere. How do I step into her shoes as a mere human?
A: Everyone is human and so was she. So try and get a little perspective here. However, it is fantastic to have had the opportunity of seeing phenomenal leadership skills in action. Many of us can only read about it and possibly fantasise about our own boss having a makeover.
Analyse how she was so good. Was it because she helped individuals' careers and coached them to success? Did she share the rewards and the kudos when the team performed and was inclusive throughout the team?
Be careful not to copy, though you need to be yourself and mould your personality and your leadership skills into your unique management style. Your company believe you will be an effective successor, so show them how right they are.
But remember, she would have had her doubts too, when she was unsure about what action to take and what direction to push the team. By the sound of it, she didn't wear her insecurities on her sleeve and nor must you.
A: In this situation, many of us feel frozen and trapped between fighting for our job and sulking at work. It doesn't take an executive coach to tell you which route will get you sacked fastest, but what you do need to do is make very visible signals that you are enthusiastic to contribute to the success of your organisation.
I know you feel unloved but now is the moment to be the first to volunteer for responsibility, to work that extra hour and to find something to praise your boss for. It is never too late.
Don't get trapped into whinging by the water cooler. Even if your boss doesn't hear about it, HR will.
And if you are right that the writing is on the wall, then ensure your CV is up to date, increase your networking and start looking. The crucial thing is to start being active so it becomes your decision rather than playing the victim and waiting for the sword to descend.
Q: My wonderful boss is having to retire because of serious ill health and I have been given the opportunity to replace her. This is too scary for words, an impossible act to follow. She was effective as a leader, charismatic, and a really impressive listener. I suspect I'm not alone in the team in saying we would have followed her anywhere. How do I step into her shoes as a mere human?
A: Everyone is human and so was she. So try and get a little perspective here. However, it is fantastic to have had the opportunity of seeing phenomenal leadership skills in action. Many of us can only read about it and possibly fantasise about our own boss having a makeover.
Analyse how she was so good. Was it because she helped individuals' careers and coached them to success? Did she share the rewards and the kudos when the team performed and was inclusive throughout the team?
Be careful not to copy, though you need to be yourself and mould your personality and your leadership skills into your unique management style. Your company believe you will be an effective successor, so show them how right they are.
But remember, she would have had her doubts too, when she was unsure about what action to take and what direction to push the team. By the sound of it, she didn't wear her insecurities on her sleeve and nor must you.
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