Peer relationships key to workplace leadership success

MANY professionals say they want to be promoted at work, but most don’t stop to consider what that really means.

- MICHEL KOOΡΜΑΝ

Frequently in the corporate world, moving into the executive ranks means leading the very people you once worked alongside. And while you might have previously attracted attention with stellar performance, this is not going to be enough to secure your success as a leader.

Trust and respect

As a CEO and C-level coach, I would never risk elevating a leader to the next level if it would lead to a systemic risk of losing talent or momentum. In those cases, I would wait to ensure that the top performer is making an effort to work on leadership quality, including their peer relationships.

Leadership requires a new skill set — and just as importantly, the respect and trust of your peers. Your colleagues’ opinions can hurt or help your ability to rise to the next level. Many professionals overlook these peer relationships, focusing instead on managing up to satisfy their boss or managing down to lead their team’s performance. But the reality is that if your colleagues don’t trust or support you, your promotion might never materialise. Even worse, it might falter due to their feedback.

Here are steps you can take to build peer relationships your career can count on:

Map your landscape

Start by listing all the colleagues who are critical to your team’s mission and your success as a leader. Think horizontally — like peers who report to the same manager or cross-departmental collaborators at a similar level. List them, and then rate the relationship based on the following factors: