Learn what to do when faced with the challenge of a former peer who thinks he's still ruling the roost.
- [Instructor] When I was suddenly in charge,…I had an employee who we'll call Jane…who had played the role of Queen Bee…for quite some time.…Since we had a weak leader,…she basically ran the show.…Well, you can imagine…what life must have been like for me,…a newly promoted 24-year-old leader…who used to be her peer…who was now responsible for managing her.…Let's just say a day didn't go by…when I didn't think about resigning.…
That was, until I figured out how to tame Jane.…Here are some tips to keep you sane…in what most surely will feel like an insane time.…First, take a stand.…There's a new boss in town,…in case you don't know who that is,…it's you.…You have to let your version of Jane know who's boss.…When she tries to run the show,…you have to jump in there and take the reins.…
Let's say you have an employee…who takes over the monthly staff meeting…that you're now in charge of running.…You have to stop her in her tracks and gain control.…Here's what that might sound like…as you take the agenda from her hands.…
LinkedIn Learning (Lynda.com) is a PMI Registered Education Provider. This course qualifies for professional development units (PDUs). To view the activity and PDU details for this course, click here.
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- Determine the best way to influence employee engagement.
- List three tactics used to increase employee commitment.
- Identify three ways to quickly build credibility.
- Name the four biggest challenges when managing former peers.
- Define “executive presence”.
- Recall three important considerations when assessing team members.