You’ve just been promoted. What are the key things you need to do to ensure success?

Invest in your own personal and professional development as well as that of your team. Encourage continuous learning and provide opportunities for growth. Adapting to change and new challenges is easier when you are all learning together.

Recognize that the knowledge, skills, and abilities that contributed to your success in your previous role may differ from the knowledge, skills, and abilities needed in the new role. Clarify roles and responsibilities, how success is measured in the new role, and what the onboarding process looks like.

Knowing what's expected helps you prioritize tasks that directly contribute to your role's objectives, enabling more effective time management and resource allocation. Ensures that your efforts are in line with the broader objectives of the organization, fostering coherence and direction in your work.

Earning a promotion is just the beginning of a new professional phase. Therefore, it is essential to be open to the environment and people around you. Be flexible, listen carefully to what people have to say and share, because this way your learning and evolution will be faster. And last but not least, be humble, the fact that you have been recognized does not mean that you have nothing more to learn.

First of all, congratulations! You have been promoted. Take a minute to enjoy and take a deep breath for reaching a milestone. Second thank the people who have contributed to your growth, your subordinates, your clients, your bosses and your colleagues( and your family/friends). Make sure you mean it and feel grateful for their contributions as well. Thirdly, be proactive and clearly articulate your next steps and goals in the new position. If you have been proactive already, you would already have been doing the work of new position even before the position was given to you! Leading without a talent! Finally, be humble about it and keep working as hard if not more… good luck!

Congratulations on your promotion! 🎉 Stepping into a new role can be both exciting and challenging. To ensure success, consider the following key actions: Ask More Questions: Seek guidance from your manager on leadership tips and expectations. Understand how your role contributes to the company’s mission. Think Bigger: Define how each team member can contribute to company goals. Surround Yourself with Other Leaders: Build a community of like-minded leaders who can offer advice and share experiences. Networking with other leaders goes beyond professional connections Practice Caring: Show genuine care for your team members as individuals. Best of luck in your new role! 🌟

At the outset , set expectations aright. The easiest way to do it is -Arrange a one-on-one meeting with your immediate supervisor or manager to discuss your new role, responsibilities, and expectations. Use this opportunity to ask questions and seek clarification on any points that are unclear. Develop a written plan . This plan should include specific goals, objectives, and key performance indicators (KPIs) that align with the organization's overall objectives. Throughout the conversation and as you develop your plan, actively seek feedback from your supervisor or manager. This will ensure that you have a clear understanding of what success looks like in your new role and allow you to make any necessary adjustments early on.

Congratulations on your well-deserved promotion! When my clients get promoted, I work with them on a 30/60/90 day plan that they review with their manager to ensure all expectations are aligned. What does success look like for the manager and for the employee? Clear expectations are key! Also, give yourself some grace, learning curves take time.

Clarifying not only expectations of the role, but your own expectations of yourself is critical when getting promoted. Many times, there isn't real clarity established so setting time to collectively align on expectations in the first 90 days is extremely important for everyone involved.

Addressing these aspects enables us to establish clear expectations and facilitate effective communication - This involves gaining a precise understanding of the specific objectives to achieve, prioritizing responsibilities accordingly. We'll focus on key performance indicators (KPIs) and identify available resources to support success. Establishing communication channels, including regular check-ins, and identifying key stakeholders for effective collaboration to achieve goals will also be prioritized.

This is an evolving process, so do not expect to have all the answers. This can be humbling. You probably were highly knowledgeable in your prior role, so even if it continues within your skillset, consider that may aspects of your role are unwritten and still unknown, so you can stay curious. Also, become comfortable with not being the smartest person in the room and find others to learn from.

A promotion often comes with new responsibilities that may be outside your previous experience. Committing to learning new skills or deepening existing ones can help you meet these challenges effectively. Each level of leadership or responsibility introduces new dynamics, be it in decision-making, team management, or organizational politics. Being open to learning about these new aspects will help you navigate your role more effectively.

Conquistar uma promoção é apenas o início de uma nova fase profissional. Com isso é fundamental estar aberto ao ambiente e às pessoas ao seu redor. Seja flexível, ouça com atenção o que as pessoas têm a te dizer e compartilhar, porque dessa forma o seu aprendizado e evolução serão mais rápidos. E por último não menos importante, seja humilde, o fato de você ter sido reconhecido não significa que você não tenha nada mais a aprender!

The skills and knowledge that got you across the finish line and into the new role aren’t necessarily what will bring you success in your new role. Identify the new skills you need to acquire and go after developing yourself with passion.

You have to be ok with going back to being consciously incompetent. It is a step above unconscious incompetency where you "don't have a clue." In other words, you are aware that there's a lot to learn AND you have to be willing to learn. Find a mentor and learn from everyone around you. Don't be the one to answer all of the questions - listen to see what answers others give.

Taking time to assess and learn is crucial to success. Many times people are excited about being promoted and want to hit the ground running to prove the are capable. This can lead to misalignment with your leader and your team. By understanding what skills you need, you can determine where you need to focus to strengthen your skills in areas where you may not have much experience. Often there are different context and culture as you are promoted through different levels of an organization. Maintain positive connections with those who may not have been promoted and find the place where you can add the most value in your new role.

Finding a mentor or a coach to help you with a new role or more responsibilities is a great approach. This is because they will help you settle in the new role, provide you with support and the skills needed for the role. Also, they can help you see the bigger picture and to undestand how this role fits in your career development

Continuously seek knowledge and skills relevant to your expanded role, embracing change and adjusting to new challenges and opportunities.

When promoted to a new position, learning on the job must be your top priority. Spend dedicated time immersing yourself in the day-to-day operations, processes, and challenges faced by different teams and individuals within your new scope of responsibility. Observe their work, ask questions, and gain firsthand experience of the realities they encounter. This immersive approach will provide invaluable insights into areas for improvement, potential roadblocks, and opportunities for process optimization or cultural shifts that can lead to better performance of your team.

One thing I have witnessed over the years is the lack of interest displayed by employees towards enhancing their knowledge and wisdom in their chosen field. There is no substitute to a dedicated, disciplined and constant effort towards enhancing ones knowledge and proficiency in work. This requires developing reading skills and undertaking courses of select nature. Once adequate knowledge is gained, it requires to now be exploited through wisdom. Wisdom does not come easily, however it is what makes all the difference in professional and personal life. While experience can be gained with time, wisdom has to be attained through a painful and patient self driven exercise.

As you move up the leadership ladder, your ability to influence outcomes extends beyond your immediate team. Building relationships with other departments and leaders within the organization can facilitate cross-functional collaboration and support for your initiatives. Strong professional relationships can also provide you with access to mentors who can offer guidance, support, and insights based on their own experiences. Similarly, being a mentor to others can strengthen your leadership skills and help foster a culture of continuous learning and development.

Building relationships is building your social capital. As easy it may sound this is the hardest and requires patience and time to nurture those relationships. There is uncertainty among team members about their future when a new leader takes over. Getting a pulse of the team's sentiment is as crucial as fostering relationship with your immediate boss and stakeholders. After all you are as good as your team.

For newly promoted leaders, success hinges on forming robust relationships across all levels. Prioritize trust, respect, and credibility with your team and superiors. Leverage these relationships to meet objectives, focusing on clear and supportive communication. Actively listen and show genuine interest and appreciation for your colleagues. Address conflicts constructively.

This is so critical. The transition from individual contributor to leader can be a tough one. You may now manage people who were your peers. There might even be some resentment from some who may have wanted the same role. Don't be an authoritarian leader. Think about what type of leader you want to be. Be a leader that listens, shows empathy, says please and thank you, and shows appreciation and recognition of those around you. You will find that when you need help from people that they are happy to assist because you've shown that you genuinely care.

Develop strong relationships with your team members, peers, and key stakeholders. Take the time to get to know your colleagues, understand their strengths and challenges, and establish open lines of communication.

Cultivate strong connections with colleagues, mentors, and stakeholders to foster collaboration, support, and trust in achieving shared goals.

Congratulations on your promotion! Now, it's time to ensure you succeed in this new role. Build rapport with your team, peers, and superiors. Understand their needs and expectations to foster a positive work environment. Define short- and long-term objectives aligned with your new role. This clarity will guide your actions and help you focus on achieving success. By building relationships and setting clear goals, you'll lay a solid foundation for success in your new role.

Relationships are built on mutual trust, respect and communication skills. According to research upto 70% of the communication is done non verbally. Barriers to communication prevent people from listening to others. Therefore, sound communication skills will form the conduit for exchange of ideas and thoughts. Secondly, there is no substitute for competence. One will require to blend harmonically with the team and adjust himself towards achieving the same.

Delegating and empowering your team is crucial, yet many managers and leaders struggle with this. If done right, it creates a win-win-win situation for everyone involved: Your employees can grow, you as a manager will feel less burned out, and the company benefits since you focus your valuable time on the things that matter most and develop the next generation of leaders. Start by asking yourself some questions: What are our most important goals? Where do I personally add the most value? What are things that my employees could benefit from taking on? Then discuss with your team where they believe they can help and together, develop a plan on who owns what.

The art of leadership is not to do everything yourself, but to ensure that it is done well. Delegate. -Assess the strengths and capabilities of your team members. Understanding their skills and expertise will help you delegate tasks effectively. -Clearly communicate expectations, goals, and deadlines for delegated tasks. Ensure that your team understands the importance of their roles and how they contribute to the overall objective -Empower your team members to make decisions and take ownership of their work. Avoid micromanaging and instead foster an environment of trust and autonomy. Offer guidance and support when needed, but allow room for creativity and independent problem-solving.

Delegate and empower your team by all means, however it is still your responsibility and you are accountable for the team's performance. When the team trust that you have their back, they will be with you all the way.

One thing new leaders often fail to do is follow up once they have delegated work. Trust your team but follow up and verify that the task has been completed and achieves the desired outcomes. Assuming things are done, and done correctly, could backfire leaving you tempted to do things yourself or micromanage. If you verify and things aren't done inline with expectations, then you can use it as an opportunity to mentor and coach.

Delegate tasks effectively, empowering team members to take ownership and contribute their strengths while freeing up time for strategic focus and development.

Delegation levels will vary depending on the employee's experience with the subject matter and type of result. Setting expectations on when you want them to give you updates and what "good" looks like, will help your employees achieve the outcomes you need. "What questions do you have?" Is a good way to leave yourself open to dialog for follow up and/or clarification.

Set my mindset right, be the leader of example and influence one another to be courageous to take the lead in each of every task given. Learn how to delegate and communicate well to your team.

The ultimate leader is the one that nurtures their team, and gets the best out of them. You as a leader should be their guiding compass, their motivator and their protector. Helping them grow to become better as they do the work.

Maintain a healthy work-life balance, prioritize tasks based on importance and urgency, and manage time efficiently to achieve both personal and professional fulfillment.

As we progress in our careers, developing organisational habits become crucial. These habits enable us to effectively manage our time, tasks, and priorities.

Being promoted means your time and expertise are required to work on some new challenging responsibilities. You are new in your role, I am sure, you are trying to figure things out at the same time. And, this can be overwhelming. Here are some suggestions: 1) Clarify expectations in Step #1. This will help you plan better in what to prioritise. 2) Get to know your team members well. Delegate to competent members, when necessary. 3) Align your team so they will know how to support you to relieve some of your tasks. This will lessen your burden, and build aligned team. Give it a go!

There is a cognitive dissonance we have to fight when we are promoted: while our new role requires us to take up new responsibilities, our comfort usually lies in engaging in our previous work. This discomfort is what causes us to continue to hold on to our previous work ('The new person handling it won't know how to handle it.' or 'I have to ensure that the existing work is done perfectly.') while trying to learn and do the new work satisfactorily. A good way to balance your priorities is to create a time budget for your 24 hrs, allocating time for your work, personal life, learning and well-being. Honour the time allocated for different priorities and review them on a fortnightly basis for its effectiveness.

Practically speaking, by definition of having a new role and new responsibilities, you should expect to spend more time on it. You will have things to new learn and responsibilities that only you can do, especially related to leading that cannot be delegated. Many times this is underestimated. Given this, think about how your first 30, 60, 90 days or more, will affect other areas of your life. What are some things that will need to shift to less of a priority for a while, and for how long? Also, how long is too long? Who can help and what communications will help reset understanding? What technologies might improve your efficiency at home, socially, or at work? Innovate where you can, and give yourself grace when you need to.

Acknowledge accomplishments, milestones, and successes along the way, fostering a positive work environment and celebrating achievements with your team.

Don't miss out on patting yourself for the win because Success is not the key to happiness, happiness is the key to success -Take the time to reflect on your journey and appreciate the efforts that led to your promotion. Acknowledge the hard work, dedication, and skills that brought you to this point. -While celebrating your success, it's essential to set new goals to maintain momentum and continue growing. -Spread the joy of your promotion with those who have contributed to your success. Express gratitude to your team members, mentors, and supporters who have been instrumental in your career progression.

Presumably by being promoted, you're now responsible for more, with a bigger team of people, higher expectations, larger targets. The list goes on. The transition from being one of the team, to player coach, to manager is seldom smooth or without its hiccups. The higher up you go, the further you are away from the work you used to do well, which is probably why you were put forward for a promotion. And herein lies the rub. Recognise that the job now is to lead, not just manage. Your people are now your greatest asset. Invest your time and energy in them, and the rest will follow. Try to fix them all so you can back to doing the work is a worthy goal, but a fruitless task. Trust me, I learned the hard way. Leading them is the real job.

Look for leadership training. If your company doesn't offer it internally, consider using your "education budget" or investing in yourself and finding leadership training on your own. Often people are selected for leadership because they were a high performer as an individual contributor. Leadership requires a different skillset. To be the best leader possible, you need to invest time and possibly money in developing leadership skills.

Appreciate the time and support for the mentors who have made significant impact in this journey. Celebrate the success with the people you admire that assists you in reaching goals. Set the ground rules for self development in this role and seek advice and how to succeed.

If your supervisor or training mentor isn’t already initiating it (and they should be) ask to have regular check-ins over time to ensure you are on track with expectations, as well as to ask questions about any unspoken rules about the new role or department that you are finding along the way. Meeting 1-2 x a week and paring down to every couple of weeks can really support you in getting your bearings. If the supe or whoever seems too busy or disinterested to make this time for you, for your sake and the company’s, it could explain if there has been a lot of turnover in that role.

Hit the ground running! Don't set yourself back by doing just enough to survive in the new role. Don't allow complacency to kick in. Spend time with the right people in your new department or team.

First of all be grateful for the new growth opportunity. Take time to acknowledge people whose contribution has led you to achieve this. Understand what the new role entails. Meet stakeholders. Try to learn from the success stories of the previous incumbents. Set expectations and establish clear communication at all times.

Seek Mentorship: A mentor who has navigated a similar transition can offer valuable insights, advice, and support. Invest in Your Development: Continue to seek opportunities for personal and professional growth to enhance your skills and leadership capabilities. Maintain Work-Life Balance: Success in your new role shouldn’t come at the expense of your health or personal life. Strive for a healthy balance to sustain your performance and well-being in the long term.

Never take things foregranted and always strive towards development and growth. Consider working with a coach to flourish by working on strengths and to improve on areas to be developed. Reflective practices also help improve self-awareness and identify areas for development.

Understand the responsibilities, it is fine if you do not have all the capabilities but always be ready for learning in this new tech edge era & show how you can take up challenges with art of possibilities.

For any promotion to succeed, strong communication, decision-making, and problem-solving skills are crucial. Additionally, qualities such as effective delegation, adaptability, and the ability to set a clear vision are essential. Accountability, ongoing learning are also important aspects. Understanding your team and fostering self-awareness add in achieving success in leadership roles.