We are in the process of creating a leadership program intended for various levels of management (healthcare setting) which incorporates a variety of learning modes (i.e. leader-led reinforcement, webinars, online self-paced). For our new manager curriculum, we wish to include a training module that deals with managing former peers. There does not seem to be much subject matter out there. I've found a popular video series that has a section regarding managing former peers, but it really is not a good fit for us. Anyone willing to share?

I'm not sure I'm understanding the question. Is this having to do with the preconceived notions that come into play when someone is stuck in a hierarchical paradigm of who reports to whom?

As with any perceived training need, I urge you to step back and examine what the expectations are, look at the "what is" and compare it to the "what should be" and then analyze the gap. Good management is good management. I think that's why you're not finding anything that specifically talks about managing former peers. If one is put in a leadership/management position it is hopefully because one was a respected member of the team and unofficial leader of one's peers in the first place. Focus on the skills that make a good manager and the skills that make a good team and go from there. Be careful about assumptions. Do due dilligence to really find out what is causing the gap between what should be and what is.

We’re a growing company and mostly promote from within, so we train a lot of new supervisors and managers, and address this challenge in many of our programs. It's more of a discussion facilitated by a guest manager, vs. a training module. I'd suggest recruiting a peer manager, or a panel, and have them share their learnings and advice on this and other “real world” issues that are relevant to your new leaders.

Hope this helps.

Thanks, Dan. We are going to create an online discussion board that provides them with a scenario based on this issue. They will then be able to post at will and share their experiences. However, using a peer manager panel to perhaps facilitate a follow-up discussion may be our best bet as opposed to an actual, self-paced training module.