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Nail down what it is you think you “can’t do” , what about it is making you nervous - is the subject matter above and beyond anything you’ve done? is the scope too large? are you struggling with managing people?
Once you figure that out - list out your questions / concerns so leaders can provide proper guidance. Do not complain, rather ask for coaching.
You are in the stretch role for a reason. We always think we are not ready. Growing feels uncomfortable then you come out on the other side better and more experienced.
My key advice is to remain vocal and ask questions / admit when you don’t know something or need to follow up. Don’t suffer in silence because that’s a recipe for disaster.
^ This is it. EY1 / A1 have fantastic advice. Follow this and you’ll be set-up for success.
You can explain the way you are approaching things now and state from your perspective here are some ways you are getting challenged.
Explain that you have some ideas on how you can improve and would like some coaching on ways you can do things better to ensure you are setting up the team for success.
“I need some additional support”
I’ve been in this position for a while now and second the awesome advice above!! I’d also add in that sometimes at higher levels, leadership isn’t always aware that there are gaps and if you happen to have a nonchalant SM that’s overseeing your work and saddling you with a lot of responsibility, I think it’s perfectly reasonable to approach it as, “I am managing well during this transition/with this role/etc, but I want to set this recurring touchpoint with you to discuss my performance, how I can continue to grow and be successful in this role and ensure I have the proper support in doing so.” That’s how it started for me and now my SM and I usually just talk about our families and random stuff on our touchpoints because they trust that if I have an issue, that is my dedicated time to bring it up!