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Senior consultant to division lead managing 200 people? Say again?
10+ is what? 11, 12, 13, 20 YOE. Depending on the YOE, 200 people team is a c-suite role not an SM role
Be mentally prepared that not all will be prepared to accept or respect you. You might be the boss but it will take like an year before they start trusting you. Big changes will be frowned upon despite making sense. Almost always, you might need to think ‘what’s in it for them’ before you suggest a change. I’m talking about the first layer of leaders that report into you. The ones below that often don’t care why unless their boss is totally convinced. Try to understand the history of the team. Talk to as many peers as you can. If you need to transform the team - you might need to perf manage some. If you need to optimize maybe it’s an easier task. Bottom line- look for behaviors and drivers of those behaviors (how they perceive to be rewarded or not rewarded). Rest will often follow and fall in place.
Rising Star
Could be cliche advice but I found it to be very true when I exited to a management position. Just do good work for the first 6 months to a year and don’t be a dick. Once you get a few wins under your belt, the respect from juniors, opportunities for mentor ship etc. will naturally come
Get to know people. Always, I mean always start conversations by asking how the other person is and getting them to talk about themself BEFORE jumping to business. How to win friends and influence people by dale Carnegie is a good read to start on this. Also remember—through underestimation there is power. You don’t have to flex on them too much. Best of luck!
Wait.. What?? Senior consultant to a division lead straight away?? What industry?