Related Posts
More Posts
New to Fishbowl?
Download the Fishbowl app to
unlock all discussions on Fishbowl.
unlock all discussions on Fishbowl.
This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.
Download the Fishbowl app to unlock all discussions on Fishbowl.
Copy and paste embed code on your site

Scan your QR code to download
Fishbowl app on your mobile

Sit him down after it is announced and say just this. That you are there to support him to increase his success.. that want the change to be a positive one for both of you.
I’d discuss with him what he’d like his role to look like/be and what insights, if any, he’d like to share about his position.
I’ve been told my style of leadership is “servant leader” and I’ve found a lot of success with treating staff that report to me like any other colleague.
Have a candid conversation about his career goals and the company’s goals and how you can help align them. As his manager make sure that he is setup for success by ensuring that he has all the resources or training he may need. For example, I have a direct report who was struggling with leadership and delegation. I sent her for a leadership training course. It has helped her in becoming a better communicator and a leader.
I sent her to MRA https://www.mranet.org.
They have a wide variety of training programs.
I recently attended a training course for ‘presentation skills’, which was a 1 day course. I felt lot more confident coming out of it.
Good luck!
I would say just let him know you are there to help him grow in his title and you hope he is there to help you. Let him know you are there for support or encouragement anytime he needs it.