I’m the longest serving team member enjoying the respect of my colleagues.
We have a new manager who is trying hard but makes unfortunate mistakes. My team mates are looking to me to "do something"? Advice please?
Anonymous
Scenario Two
You
want to build the kind of rapport with the new manager that will one day enable
you to "have a conversation" based on mutual trust – so that your
messages about the perceived impacts of his or her behaviors may be received in
the constructive spirit you intend. You could frame your approach as follows: "There is something I have been hoping I could talk to you about – I
believe it could be helpful to you and to us in equal measure. Would you be
open?"
The
"message" – if he or she is open – is along the lines of "we do
see how dedicated you are – and for that we all respect you. You might not be
aware though how sometimes your actions leave some of the team members feeling
there are untoward consequences to our reputation in the organization. I’m
sure that is unintended on your part, so if I let you know how some of your
actions are perceived to have ramifications, it may allow you to assess
accordingly."
Most
managers would say they are open, yet some may still exhibit signs of surprise
and discomfort once the delicate topic gets broached. If there is any
hesitation or sign of defensiveness at this point – likely the result of being
surprised – it’s best to say "I respect that it is awkward and I will be
available if you would like to hear more later." Your manager will have
the opportunity to reflect and may come back to you later – or not.
Your risk and the entire team’s risk,
however, is that the individual in question may feel under attack and will subconsciously
seek coping mechanisms that could make things more complicated. Clarify that
risk to the team and make sure everyone is aware of the potential need to look
for another job.