Cheryl Kahn, Rob Carstons, and Linda McGee have something in common. They all were promoted within their organizations into management positions. And each found the transition a challenge.
Cheryl Kahn was promoted to director of catering for the Glazier Group of restaurants in New York City. With the promotion, she realized that things would never be the same again. No longer would she be able to participate in water-cooler gossip or shrug off an employee’s chronic lateness. She says she found her new role to be daunting.”At first I was like a bulldozer knocking everyone over, and that was not well received. I was saying, ’it’s my way or the highway.’ And was forgetting that my friends were also in transition.” She admits that this style alienated just about everyone with whom she worked.
Rob Carstons, a technical manager at IBM in California, talks about the uncertainty he felt after being promoted to a manager from a junior programmer. “It was a little bit challenging to suddenly giving directives to peers, when just the day before you were one of them. You try to be careful not to offend anyone. It’s strange walling into a room and the whole conversation changes. People don’t want to be as open with you when you become the boss.”
Linda McGee is now president of Medex Insurance Services in Baltimore, Maryland. She started as a customer service representative with the company,then leapfrogged over colleague in a series of promotions. Her fast rise created problems. colleagues “would say,’ Oh, here comes the big cheese now.’ God only knows what they talked about behind my back.”
Questions
1. A lot of new managers err in selecting the right leadership style when they move into management. Why do you think this happens?
2. What does this say about leadership and leadership training?
3. Which leadership theories, if any, could help new leader deal with this transition?
4. Do you think it’s easier or harder to be promoted internally into a formal leadership position than to come into it as an outsider? Explain.