Now, once the new manager has this power they can say “I’m really looking forward to your ideas on how we can do those two things (achieve the goals and serve the customers).” Even though the conversation starts with claiming legitimacy and power, we don’t want to wave that in employees’ faces. Whether the employees are older than the new manager, more experienced, bitter from being passed over, or whatever, beginning the conversation by claiming legitimacy shuts down a lot of potential passive-aggressiveness. Starting the conversation this way, the new manager claims the legitimacy and power that comes from achieving the organization’s goals and service to the customer. I’m here to achieve extraordinary service, quality, etc. I’m here to achieve X goals that been given to me by the organization. So our first few sentences are essentially saying: And then they’re going to add “And I’m here to help us deliver extraordinary service for our customers.” The word ‘service’ can be changed to quality or whatever it is the new manager has been hired to deliver. Remember that these are the goals that the new manager has received from the organization. Second, we’re basically going to say, “I am here to achieve X goals,” with “X” being whatever the manager’s goals are. Sign up here to get top career advice delivered straight to your inbox every week. Subscribe To The Forbes Careers Newsletter
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