{ "media_type": "text", "post_content": "I’m a newly promoted managing attorney-Right before the pandemic and all of us began working remotely. I’m having trouble getting my former coworkers to respect me as their supervisor. Some have been there way longer than me, some have developed poor work habits (previously our practice group did not have a MA). An intern got really disrespectful with me today in a text and then wouldn’t answer my call. Any suggestions? I really want to be a good manager and take our practice to a higher level", "post_id": "5efa9f8d28a0550020177148", "reply_count": 16, "vote_count": 5, "bowl_id": "58f82c12c1ca28001625de38", "bowl_name": "Female Bosses" }

I’m a newly promoted managing attorney-Right before the pandemic and all of us began working remotely. I’m having trouble getting my former coworkers to respect me as their supervisor. Some have been there way longer than me, some have developed poor work habits (previously our practice group did not have a MA). An intern got really disrespectful with me today in a text and then wouldn’t answer my call. Any suggestions? I really want to be a good manager and take our practice to a higher level

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“How successful people lead” and “power” were really helpful to me in a similar situation; also a course I took on “situational leadership” -you should be able to google this, basically assessing the employees readiness level to complete a task dictates what leadership style to apply

likesmart

I always think that having “goal setting” and “get to know” you exercises work really well. We usually have several get togethers a year where we share our professional and personal goals, and then hold each other accountable. I think employees really like it when you take the time to get to know them, to understand what is important to them, and to know something about them personally, especially millennials. This year has been weird, if course, but I keep bugging my associate about how her book is coming along, because I know she wants to finish it this year.

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You’re overthinking it, imho. First of all you need to make sure that your group is achieving their goal. Their respect, trust and etc should be secondary for you at this moment. Most of all, you need to make sure that they do their job and do it well. Have you ever done strengthsfinder assessment?

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And bottom 5

likesmart

Talk to your team members more often and listen to them. They probably have a view of how things should be done, I assume some are seniors too? You can explain them your plan and ask some ideas on the 'how'. It will take a while, but I suggest to engage them. Some might take this positive, some not but it's okay. To run a team, is to run as a team.

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You have great suggestions above. Agree to you need to shift your mindset from being a good manager to being a good leader. Extreme Ownership is a great book for this.

likehelpful

Ooh love this too

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OP - you have to build trust and display leadership then respect follows. You aren’t granted respect *simply* because of a job title. Respect is also a two-way street. The tone of your post sounds like you think hierarchically but the rest of your team isn’t on the same page. You may need to change your thinking, and become more vulnerable.

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Just ordered it and will have it tomorrow!

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What are you doing differently now? What leadership things are you doing for the group? Do you run team meetings/organize things for the team? Also, are you in private practice or in-house or govt, etc? WRT the intern - I would set up a one on one meeting and be open minded and ask what happened. Then make it clear that the behavior has an impact, what the impact is, and that the intern should not behave like that in the future but instead should do X.

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Well, there’s never been supervision of our team but it was much needed... hence, the creation of the position. We have teams meetings and I try to give individual feedback, including positive feedback. We are a well-established legal services agency so non-profit. Our way of practicing has undergone a sea change due to the pandemic and the timing of my promotion coincided with all the changes, which of course was not my plan or doing. I think the dynamic of going from coworker to supervisor has been a difficult pill to swallow (especially for the other candidates for the position). I really want to be a good leader but it’s a real challenge trying to get the others to buy in and I’m feeling a bit sad and disheartened. Trying to stay positive and develop a tough skin.

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