1. What's my leadership style?

According to Goredema, your leadership style is made of "a mix of your strengths, personality, and values coupled with your vision and goals."

She recommends reflecting on each of these components before deciding what you want to be known for. You can also adapt your leadership style over time as you learn and advance through your career.

2. How can I help my team develop?

An essential part of being a manager is understanding how to measure your team's performance, as well as assess any gaps and growth opportunities.

"Take time to think about how your promotion may impact team structures and dynamics," Goredema writes. "Brainstorm potential opportunities to play a key role in developing the team."

3. How will I effectively prioritize and delegate work?

"Learning how to prioritize and delegate effectively will make or break your success as a team leader," Goredema writes. As you learn how to do this, she recommends asking several questions, such as:

• What will I need to stop doing?
• What will I need to do more of?
• What will I need to maintain?
• How will I provide oversight and accountability?

4. Am I a good public speaker and am I able to lead meetings effectively?

How you communicate as a leader will impact how you assign work, encourage engagement, and share information with different stakeholders — much of which is done through meetings.

As you move into a management position, honestly assess your communication skills, as well as your level of comfort with leading meetings and presenting in front of larger groups.

5. How do I deliver constructive feedback and resolve conflicts?

Some important managerial responsibilities including providing guidance, addressing performance issues, and resolving conflicts for your team. To do these things effectively, Goredema recommends considering any lessons you've learned from observing coworkers and identifying the skills you'll need to manage your team's performance effectively.

6. Am I aware of company policies on health, safety, and regulatory requirements?

Although your company's HR team will take the lead on training employees on company policies, it can also be beneficial to familiarize yourself with the employee handbook and HR resources.

"As a manager, your team members will come to you with questions, and you'll be responsible for helping ensure company-wide compliance with protocols and policies," Goredema writes.

7. Am I familiar with federal and state employment legislation?

Similarly, you should also familiarize yourself with company guidance and be aware of any relevant employment news or discussion of legislative changes. For example, during the pandemic, company leaders had to keep up with rapidly changing COVID-19 regulations, including new workplace protections to protect workers' health and safety.

8. How will I handle questions about the company's compensation plan and benefits?

"As a manager who's responsible for a team, you'll likely receive queries from team members related to compensation, benefits, and time policies," Goredema writes. You will also have to be prepared for confidential conversations about eligibility for overtime pay, open enrollment periods for benefits, company protocol for compensation decisions, and more.  

9. Have I been a part of the full recruitment process?

As a manager, you will be a part of executing staffing plans, which include assessing the company's needs, creating job descriptions, selecting candidates, extending offers, and onboarding new employees. If it's your first time being a part of the recruitment process, Goredema recommends asking HR for any guidance and best practices.  

10. Am I up to date on the best practices for DEI?

Understanding your company's diversity, equity, and inclusion (DEI) guidelines or resources will help you answer any questions employees might have or clarify processes that you oversee as a leader. It may also be helpful to track broader DEI developments, such as new salary transparency laws, that could impact your responsibilities.

Overall, "[p]ursuing a promotion effectively is about more than just landing a new title," Goredema writes. "It's a valuable opportunity to consider the strengths, traits, expertise, and knowledge that will support you, as well as the weaknesses, skills gaps, and lack of exposure that could make you less effective in the long run." (Goredema, Harvard Business Review, 6/20)

The Advisory Board Fellowship is an advanced executive development program that helps organizations navigate complexity, solve difficult challenges and achieve breakthrough performance.