April 30, 2024 • 17 mins
Ep 47 - You Just Got Promoted, and Members of Your New Team Don't Want to Report to You
In this episode, I attack the issue of microaggressions that female and minority senior executives face. In this case, a junior team member refused to report to a senior team member who was promoted to leader of the group. What would you do if you faced this type of rebellion? Listen to this episode and find out.
I have released my new book, Career Coaching Xs and Os: How to Master the Game of Career Development. The book offers a strategic approach to career development, equipping readers with the tools to navigate the complex job market effectively. It emphasizes the importance of mentorship, continuous learning, and adaptability, crucial skills in today's ever-evolving professional landscape.
Buy your copy from Amazon - https://a.co/d/f7irTML
Want to improve your negotiation skills? Take the 100 Days of Rejection Therapy Challenge. The goal of the 100 Days of Rejection Therapy Challenge is to desensitize yourself to the pain of rejection and to overcome fear. Check out the website at https://www.rejectiontherapy.com/100-days-of-rejection-therapy. I took several challenges. Click the links to see if I got rejected during my negotiations: (1) Rejection 7: Speak Over Costco's Intercom - https://youtu.be/AycKKgP21fQ (2) Rejection 43: Hug a Walmart Greeter - https://youtu.be/GSjyly_C8pM
Subscribe to Ceyero Consulting's YouTube Channel. Track my progress as I complete all 100 Challenges.https://www.youtube.com/channel/UC7lxMSEtBOAgNBOPrmA9O_w
Need help to develop a business pitch for your startup or small business? Check out my online course "How To Develop A Winning Business Pitch" https://ceyero-consulting-eschool.thinkific.com/courses/how-to-develop-a-winning-business-pitch. The course is only $139.00. Are you thinking of launching a business? Please check out my book, #Guerrillapreneur: Small Business Strategy for Davids Wanting to Defeat Goliath, available on Amazon, Barnes & Noble, and iTunes - shorturl.at/tvLM9
If you like this episode, please subscribe to this podcast and leave us a comment. Please share this episode with your colleagues. Follow us on Twitter @ceyeroconsltg, Instagram, and Facebook @ceyeroconsulting. Please find us on the web at https://www.ceyero.com.
Suppose you like Career Coaching Xs and Os. In that case, you might also like my other two business podcasts, #Guerrillapreneur: The Art of Waging Small Business Warfare (Mastermind Interviews with Entrepreneurs, Consultants, and Business Mavericks) and #Gigging: Everything and Sharing Economy (news and predictions about the Sharing Economy).
Become a supporter of this podcast: https://www.spreaker.com/podcast/career-coaching-xs-and-os--3047801/support.
In this episode, I attack the issue of microaggressions that female and minority senior executives face. In this case, a junior team member refused to report to a senior team member who was promoted to leader of the group. What would you do if you faced this type of rebellion? Listen to this episode and find out.
I have released my new book, Career Coaching Xs and Os: How to Master the Game of Career Development. The book offers a strategic approach to career development, equipping readers with the tools to navigate the complex job market effectively. It emphasizes the importance of mentorship, continuous learning, and adaptability, crucial skills in today's ever-evolving professional landscape.
Buy your copy from Amazon - https://a.co/d/f7irTML
Want to improve your negotiation skills? Take the 100 Days of Rejection Therapy Challenge. The goal of the 100 Days of Rejection Therapy Challenge is to desensitize yourself to the pain of rejection and to overcome fear. Check out the website at https://www.rejectiontherapy.com/100-days-of-rejection-therapy. I took several challenges. Click the links to see if I got rejected during my negotiations: (1) Rejection 7: Speak Over Costco's Intercom - https://youtu.be/AycKKgP21fQ (2) Rejection 43: Hug a Walmart Greeter - https://youtu.be/GSjyly_C8pM
Subscribe to Ceyero Consulting's YouTube Channel. Track my progress as I complete all 100 Challenges.https://www.youtube.com/channel/UC7lxMSEtBOAgNBOPrmA9O_w
Need help to develop a business pitch for your startup or small business? Check out my online course "How To Develop A Winning Business Pitch" https://ceyero-consulting-eschool.thinkific.com/courses/how-to-develop-a-winning-business-pitch. The course is only $139.00. Are you thinking of launching a business? Please check out my book, #Guerrillapreneur: Small Business Strategy for Davids Wanting to Defeat Goliath, available on Amazon, Barnes & Noble, and iTunes - shorturl.at/tvLM9
If you like this episode, please subscribe to this podcast and leave us a comment. Please share this episode with your colleagues. Follow us on Twitter @ceyeroconsltg, Instagram, and Facebook @ceyeroconsulting. Please find us on the web at https://www.ceyero.com.
Suppose you like Career Coaching Xs and Os. In that case, you might also like my other two business podcasts, #Guerrillapreneur: The Art of Waging Small Business Warfare (Mastermind Interviews with Entrepreneurs, Consultants, and Business Mavericks) and #Gigging: Everything and Sharing Economy (news and predictions about the Sharing Economy).
Become a supporter of this podcast: https://www.spreaker.com/podcast/career-coaching-xs-and-os--3047801/support.
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:00):
Are you a professional continuously pursuing career advancement and looking
to thrive in the corporate jungle? Would you like to
develop strategies and master skills that will drive you to success?
Do you want to know the unwritten rules of the
corporate world that will serve as your guide toward a
fulfilling career. Career Coaching X and O How to Master
(00:20):
the Game of Career Development by Mark Anthony Peterson is
the book for you. Get your copy today on Amazon.
Speaker 2 (00:29):
This is Career Coaching X's and O's and I'm your host,
Mark Anthony Peterson, the founder and thought leader at Sierra Consulting,
a small business strategy and technology consulting firm. A small
part of our practice is executive coaching. These episodes are
the summation of some of those sessions. If you called
(00:54):
the opening, then you heard that I have a new
book out. Yes, it's called Career Coaching X's and O's
how to Master the Gain of Career Development. It's a
great compliment to this podcast because I go in even
greater detail on some of the issues that concern you
most as junior executives and new employees trying to make
(01:19):
it to that corner office. It's only nine dollars a
ninety nine cent for the ebook in nineteen ninety nine
for the paper copy. Now, if you'd like me to
honor you with a signature copy, just follow me on
Twitter or x and let me know and we can
(01:40):
work something out to get you a signed copy. Welcome
to episode forty seven of the podcast, and it's entitled
You're promoted and now a member of your group doesn't
want to report to you. What's your next move? Many managers,
(02:02):
especially female and minority executives, don't know their value. They
often accept suboptimal promotion and bonuses in order to keep
the peace within their company. But according to a twenty
twenty two Women in the Workplace report by Leanin dot
(02:24):
Org and Mackenzie and Company, women are as likely as
men at the same level to want to be promoted
into a more senior level role, yet they are more
likely than their male counterparts to experience microaggressions that undermine
(02:47):
their authority. Now, as I mentioned, this typically happens to
females and minority executives being promotevoted into more senior positions,
And I can tell you it happened to me when
I was moved into a senior executive role and had
(03:11):
several groups rolled under my authority. One of the managers
rebelled refused to want to report to me, went so
far as to march into my office next door to
the CEO and throw a water bottle at me in protest.
(03:34):
Later that month, my tires were slashed in the executive
parking lot. So these microaggressions are real, and they can
be also damaging and somewhat scary, and that's what we
want to talk through. In this episode, a client who
(03:56):
came to me after being promoted and was being confronted
by a more junior member who no longer wanted to
report to the same group or maintained the same group
structure that they both had had before their manager decided
to leave. My client was replacing a white male who
(04:21):
they had both reported to My client, which was more senior,
and two other junior directors junior in both credentials and tenure.
Upon hearing the announcement, the junior director went above my
(04:41):
client and requested that her group not report into that
structure anymore. In fact, that individual wanted the same level
and rank as my client. Essentially jumping two levels to
I port to my client's new manager if you've been
(05:05):
faced with this situation, because it's not exclusive to women
and minorities, it happens to new managers of all colors
and creeds. And if this happens to you, what should
you do now? As a side note, this is a
great time to remind you, as I have on many
(05:26):
of my previous podcasts, to maintain a council of mentors.
Included in that council it's someone with HR expertise. Because
that's the first step I want you to take. Immediately
meet with that external non company HR executive and run
(05:52):
this scenario past that person. Get from them their understanding
of the scenario and whether or not it violates any
HR rules, hiring practices, or just corporate governance. You want
(06:16):
to know how much leverage you have before you march
back to your company and have a discussion with your
new manager. So make sure that meeting is a thorough
meeting and that you ask every question and present every fact,
leave nothing out, lay it on the table for your
(06:41):
HR mentor non company mentor, and get their feedback. Why
non company HR's job is not to protect you, is
to protect the company. They don't have an oath to privacy.
If they believe you're putting senior management at risk, it's
(07:04):
their duty to divulge the content of your conversation to them.
And so by having a non company HR employee, you
have more of a client patient type relationship where there's
a firewall between that conversation and the people you work for.
(07:29):
So if you didn't get why I continue to recommend
having a counsel of mentors, that's one good reason why.
Now after you've had that conversation, you meet with your
new manager, make sure you have an agenda put together
(07:52):
for that meeting. It may not last more than fifteen
to twenty minutes, but I want you to lay out
specifically what you learn learned in that HR conversation, because
what you're dealing with is a team that's willing to
accommodate a junior member because they have become the squeaky wheel.
(08:16):
And that's typically how most management teams respond. They have
enough on their place that they don't like dealing with
squeaky wheels, so they look for the quickest, most convenient
solution to make most employees happy, which may mean a
reorb that benefits this junior employee, and if you don't
(08:39):
want to see that happen, you become the squeaky wheel
with the leverage of hr knowledge behind you that lets
that new manager know why you're not going to stand
for this type of reor without being included in a discussion. Yeah,
(09:01):
you're pulling up one not short in that conversation from
playing the game of chicken. But you're letting your new
manager know you cut the car on your cars in
the middle of the street, and you're facing head on
with this issue. Now, if you walk out of that
(09:24):
meeting with no clarity, you have a couple of choices
except what's about to happen in terms of that junior
employee getting accommodations that lessen your authority as a new manager,
that removed some of the reporting authority that you that
(09:44):
your previous boss had when you got promoted into that position.
Or you're going to now play the real game of chicken.
You're going to spell lot why you are willing to
do exactly the same thing as the junior employee. Quit
(10:07):
if you don't get your way, except for your way
as you want to count it. It's playing team basketball.
You're saying, I am just trying to do exactly what's
been done in the past, which is run a group
(10:29):
that's been effective with a previous manager who decides to leave,
and I'm moving into that position, and now Squeaky Wheels
want to break that up because they don't want to
report to me. Subtly, you want to remind your new
manager that by accommodating that employee, they're opening up a
(10:53):
floodgate for everyone else to follow the same pattern, and
that they've essentially promoted that person above them. Rarely do
squeaky wheels go one and done. They play the same
game over and over again until they run out of options,
(11:13):
but by then they've gotten the salary and positions that
they want. If you choose to go with the game
of chicken, make sure before you execute, you sit down
with your counsel of mentors and talk this all the
(11:36):
way through. There have been scenarios where employees have won
the game of chicken and still gotten fired, so you
want to understand that before and you want to make
(11:57):
sure you start to lay out the appropriate options should
you choose to go down this path. But if we're
ever going to make the changes that need to be
made in corporate America. Women and minority executives have to
know their worth and have to be willing to play
(12:21):
the game of chicken, which is another word for how
to negotiate in order to obtain that value. The squeaky
will gets the oil. Make sure management knows that your
(12:45):
squeaky will will cause the entire cart to collapse if
it doesn't get the oil. My client decided to play
the game of chicken and fortune management reverse courts and
maintain the group as it is currently constructed. Big win
(13:12):
for her, But the fight's not over. As in the
case that I mentioned earlier with the employee who threw
the water bottle at me, if you choose to keep
that person in your group, you've got to figure out
a way to mend that fence as a new leader.
(13:34):
I know that sounds crazy, but that's leadership, and I
found a way to mend that fence even though that
was a fireable offence. So the work's not over after
(13:55):
you've gotten past the initial threat, it's just beginning. All
of the leadership skills that you've built to this point
are now in full display, and you have to win
over the hearts and minds of the leaders and the
(14:15):
employees that report to them that were a part of
this rebellion and get them back in the fold. We'll
talk about how to do that in the next podcast episode,
so stay tuned again. Thank you guys for allowing me
(14:37):
to share this with you, and thank you for taking
a look at my new book, Career Coaching X's and
O's How to Master the Game of Career Development, now
out on Amazon. Links to the book are in the
show notes, as well as links to all of my
(14:57):
social media. Please follow me and check out the book,
and please write a review, good, bad, indifferent. Please write
the review because I want to continue to put out
valuable content that can help your career. Can't do that
(15:19):
if we don't get feedback from you, the listeners. I
hope you found this podcast episode helpful. If so, hit subscribe.
I know you're shared this episode and links to my
new books with your colleagues. Because the best people listen
to this podcast, and I believe that to be absolutely true.
(15:44):
I am surprised at how many of you are listening
to this podcast all over the world. Each time I
check the subscribers and see new countries, not just new
cities in the US, but new countries that have individuals
who are listening to the episodes. I am truly honored,
(16:07):
so I know the best people are listening to this podcast.
Follow us on social media and tell us the issues
you're struggling within your career and we'll research them and
we might even do a podcast episode about them. If
you need more support in your career, please find us
(16:28):
on the web at sierro dot com, ce ye r
dot com and let us help you develop a plan
for your career. This has been Career Coaching X's and
O's podcast, and I am your host, Mark Anthony Peterson,
(16:50):
Founder and thought leader at Sierra Consulting.
Speaker 1 (16:55):
Are you a professional continuously pursuing career advancement and looking
to thrive in the corporate jung? Would you like to
develop strategies and master skills that will drive you to success?
Do you want to know the unwritten rules of the
corporate world that will serve as your guide towards a
fulfilling career? Career Coaching X and O How to Master
(17:15):
the Game of Career Development by Marc Anthony Peterson is
the book for you. Get your copy to day on
Amazon
Are you a professional continuously pursuing career advancement and looking
to thrive in the corporate jungle? Would you like to
develop strategies and master skills that will drive you to success?
Do you want to know the unwritten rules of the
corporate world that will serve as your guide toward a
fulfilling career. Career Coaching X and O How to Master
(00:20):
the Game of Career Development by Mark Anthony Peterson is
the book for you. Get your copy today on Amazon.
Speaker 2 (00:29):
This is Career Coaching X's and O's and I'm your host,
Mark Anthony Peterson, the founder and thought leader at Sierra Consulting,
a small business strategy and technology consulting firm. A small
part of our practice is executive coaching. These episodes are
the summation of some of those sessions. If you called
(00:54):
the opening, then you heard that I have a new
book out. Yes, it's called Career Coaching X's and O's
how to Master the Gain of Career Development. It's a
great compliment to this podcast because I go in even
greater detail on some of the issues that concern you
most as junior executives and new employees trying to make
(01:19):
it to that corner office. It's only nine dollars a
ninety nine cent for the ebook in nineteen ninety nine
for the paper copy. Now, if you'd like me to
honor you with a signature copy, just follow me on
Twitter or x and let me know and we can
(01:40):
work something out to get you a signed copy. Welcome
to episode forty seven of the podcast, and it's entitled
You're promoted and now a member of your group doesn't
want to report to you. What's your next move? Many managers,
(02:02):
especially female and minority executives, don't know their value. They
often accept suboptimal promotion and bonuses in order to keep
the peace within their company. But according to a twenty
twenty two Women in the Workplace report by Leanin dot
(02:24):
Org and Mackenzie and Company, women are as likely as
men at the same level to want to be promoted
into a more senior level role, yet they are more
likely than their male counterparts to experience microaggressions that undermine
(02:47):
their authority. Now, as I mentioned, this typically happens to
females and minority executives being promotevoted into more senior positions,
And I can tell you it happened to me when
I was moved into a senior executive role and had
(03:11):
several groups rolled under my authority. One of the managers
rebelled refused to want to report to me, went so
far as to march into my office next door to
the CEO and throw a water bottle at me in protest.
(03:34):
Later that month, my tires were slashed in the executive
parking lot. So these microaggressions are real, and they can
be also damaging and somewhat scary, and that's what we
want to talk through. In this episode, a client who
(03:56):
came to me after being promoted and was being confronted
by a more junior member who no longer wanted to
report to the same group or maintained the same group
structure that they both had had before their manager decided
to leave. My client was replacing a white male who
(04:21):
they had both reported to My client, which was more senior,
and two other junior directors junior in both credentials and tenure.
Upon hearing the announcement, the junior director went above my
(04:41):
client and requested that her group not report into that
structure anymore. In fact, that individual wanted the same level
and rank as my client. Essentially jumping two levels to
I port to my client's new manager if you've been
(05:05):
faced with this situation, because it's not exclusive to women
and minorities, it happens to new managers of all colors
and creeds. And if this happens to you, what should
you do now? As a side note, this is a
great time to remind you, as I have on many
(05:26):
of my previous podcasts, to maintain a council of mentors.
Included in that council it's someone with HR expertise. Because
that's the first step I want you to take. Immediately
meet with that external non company HR executive and run
(05:52):
this scenario past that person. Get from them their understanding
of the scenario and whether or not it violates any
HR rules, hiring practices, or just corporate governance. You want
(06:16):
to know how much leverage you have before you march
back to your company and have a discussion with your
new manager. So make sure that meeting is a thorough
meeting and that you ask every question and present every fact,
leave nothing out, lay it on the table for your
(06:41):
HR mentor non company mentor, and get their feedback. Why
non company HR's job is not to protect you, is
to protect the company. They don't have an oath to privacy.
If they believe you're putting senior management at risk, it's
(07:04):
their duty to divulge the content of your conversation to them.
And so by having a non company HR employee, you
have more of a client patient type relationship where there's
a firewall between that conversation and the people you work for.
(07:29):
So if you didn't get why I continue to recommend
having a counsel of mentors, that's one good reason why.
Now after you've had that conversation, you meet with your
new manager, make sure you have an agenda put together
(07:52):
for that meeting. It may not last more than fifteen
to twenty minutes, but I want you to lay out
specifically what you learn learned in that HR conversation, because
what you're dealing with is a team that's willing to
accommodate a junior member because they have become the squeaky wheel.
(08:16):
And that's typically how most management teams respond. They have
enough on their place that they don't like dealing with
squeaky wheels, so they look for the quickest, most convenient
solution to make most employees happy, which may mean a
reorb that benefits this junior employee, and if you don't
(08:39):
want to see that happen, you become the squeaky wheel
with the leverage of hr knowledge behind you that lets
that new manager know why you're not going to stand
for this type of reor without being included in a discussion. Yeah,
(09:01):
you're pulling up one not short in that conversation from
playing the game of chicken. But you're letting your new
manager know you cut the car on your cars in
the middle of the street, and you're facing head on
with this issue. Now, if you walk out of that
(09:24):
meeting with no clarity, you have a couple of choices
except what's about to happen in terms of that junior
employee getting accommodations that lessen your authority as a new manager,
that removed some of the reporting authority that you that
(09:44):
your previous boss had when you got promoted into that position.
Or you're going to now play the real game of chicken.
You're going to spell lot why you are willing to
do exactly the same thing as the junior employee. Quit
(10:07):
if you don't get your way, except for your way
as you want to count it. It's playing team basketball.
You're saying, I am just trying to do exactly what's
been done in the past, which is run a group
(10:29):
that's been effective with a previous manager who decides to leave,
and I'm moving into that position, and now Squeaky Wheels
want to break that up because they don't want to
report to me. Subtly, you want to remind your new
manager that by accommodating that employee, they're opening up a
(10:53):
floodgate for everyone else to follow the same pattern, and
that they've essentially promoted that person above them. Rarely do
squeaky wheels go one and done. They play the same
game over and over again until they run out of options,
(11:13):
but by then they've gotten the salary and positions that
they want. If you choose to go with the game
of chicken, make sure before you execute, you sit down
with your counsel of mentors and talk this all the
(11:36):
way through. There have been scenarios where employees have won
the game of chicken and still gotten fired, so you
want to understand that before and you want to make
(11:57):
sure you start to lay out the appropriate options should
you choose to go down this path. But if we're
ever going to make the changes that need to be
made in corporate America. Women and minority executives have to
know their worth and have to be willing to play
(12:21):
the game of chicken, which is another word for how
to negotiate in order to obtain that value. The squeaky
will gets the oil. Make sure management knows that your
(12:45):
squeaky will will cause the entire cart to collapse if
it doesn't get the oil. My client decided to play
the game of chicken and fortune management reverse courts and
maintain the group as it is currently constructed. Big win
(13:12):
for her, But the fight's not over. As in the
case that I mentioned earlier with the employee who threw
the water bottle at me, if you choose to keep
that person in your group, you've got to figure out
a way to mend that fence as a new leader.
(13:34):
I know that sounds crazy, but that's leadership, and I
found a way to mend that fence even though that
was a fireable offence. So the work's not over after
(13:55):
you've gotten past the initial threat, it's just beginning. All
of the leadership skills that you've built to this point
are now in full display, and you have to win
over the hearts and minds of the leaders and the
(14:15):
employees that report to them that were a part of
this rebellion and get them back in the fold. We'll
talk about how to do that in the next podcast episode,
so stay tuned again. Thank you guys for allowing me
(14:37):
to share this with you, and thank you for taking
a look at my new book, Career Coaching X's and
O's How to Master the Game of Career Development, now
out on Amazon. Links to the book are in the
show notes, as well as links to all of my
(14:57):
social media. Please follow me and check out the book,
and please write a review, good, bad, indifferent. Please write
the review because I want to continue to put out
valuable content that can help your career. Can't do that
(15:19):
if we don't get feedback from you, the listeners. I
hope you found this podcast episode helpful. If so, hit subscribe.
I know you're shared this episode and links to my
new books with your colleagues. Because the best people listen
to this podcast, and I believe that to be absolutely true.
(15:44):
I am surprised at how many of you are listening
to this podcast all over the world. Each time I
check the subscribers and see new countries, not just new
cities in the US, but new countries that have individuals
who are listening to the episodes. I am truly honored,
(16:07):
so I know the best people are listening to this podcast.
Follow us on social media and tell us the issues
you're struggling within your career and we'll research them and
we might even do a podcast episode about them. If
you need more support in your career, please find us
(16:28):
on the web at sierro dot com, ce ye r
dot com and let us help you develop a plan
for your career. This has been Career Coaching X's and
O's podcast, and I am your host, Mark Anthony Peterson,
(16:50):
Founder and thought leader at Sierra Consulting.
Speaker 1 (16:55):
Are you a professional continuously pursuing career advancement and looking
to thrive in the corporate jung? Would you like to
develop strategies and master skills that will drive you to success?
Do you want to know the unwritten rules of the
corporate world that will serve as your guide towards a
fulfilling career? Career Coaching X and O How to Master
(17:15):
the Game of Career Development by Marc Anthony Peterson is
the book for you. Get your copy to day on
Amazon
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