It’s a place many of us have been: you’re crushing it in your role, feeling confident and capable, when suddenly leadership says they want you to hire someone to support you. Cue the record scratch.
Then, almost like a familar soundtrack, your mind goes right into the old playlist: “Am I not doing enough? Do they think I’m failing? What am I missing here?” It’s a strange set of thoughts to navigate for sure.
But here’s the thing: before you start spiraling into self-doubt, take a moment to zoom out. Having been in this position multiple times in my career, it’s taken me a while to understand that my insecurities may not be driving business decisions (who would have thought). This request doesn’t necessarily mean you’re falling short. In fact, it could be a sign that leadership sees your potential and wants to invest in your growth, or the result of any number of potential changes.
So, how do you navigate this unexpected situation with grace and confidence rather than fear and insecurity? It all starts with shifting your mindset from panic to plan.
Step 1: Embrace curiosity (woot woot)!
Instead of jumping to conclusions or making assumptions, approach the situation with an open mind. There could be a variety of reasons behind leadership’s request, such as:
- An upcoming merger or acquisition
- Plans to expand your department
- A desire to help you develop leadership skills
- Preparing for your future promotion (wouldn’t that be lovely?!)
The key is to gather information and understand the bigger picture before reacting.
Step 2: Have a thoughtful conversation.
Schedule a meeting with your manager or the appropriate leadership team member to discuss their request. Come prepared with questions that will help you gain clarity, such as:
- “Can you help me understand the motivation behind this hiring request?”
- “What specific outcomes are you hoping to achieve by adding this new role?”
- “How does this position fit into the larger organizational strategy?”
Remember, this isn’t an interrogation – it’s a conversation. Your goal is to understand their perspective and gather the information you need to begin to understand the nuances of the situation BEFORE considering yourself in the context.
Step 3: Take time to process.
Once you’ve had the initial conversation, give yourself permission to step back and process the information. Now is the time to put yourself fully in the picture that leadership has painted. Consider how this new hire could impact you in various ways such as:
- “How does it change your role?”
- “How could this impact my career growth or development trajectory?”
- “What does success in this new vision look like for me personally?”
- “Do I have the skills and resources to be effective in this new manner?”
Step 4: Craft a thoughtful response.
Now that you’ve had time to think things through, it’s time to plan your response. Schedule a follow-up meeting with leadership to share your thoughts and ideas.
Come prepared with suggestions that align with both your needs and the organization’s goals. For example:
- “Based on our conversation, I can see how adding a part-time coordinator could help streamline our processes and free up my time for more strategic projects.”
- “I’m excited about the potential for growth, but I want to ensure we’re setting this new hire up for success. Can we discuss creating a clear onboarding plan and defining their role and responsibilities?”
Remember, this is a collaboration, not a confrontation. Your insights and ideas are valuable, and leadership will appreciate your thoughtful approach.
Navigating unexpected requests from leadership can be challenging, but it’s also an opportunity to showcase your problem-solving skills and strategic thinking. By approaching the situation with curiosity and confidence, you’ll be well-equipped to handle whatever comes your way.
And don’t forget, if you want a little one on one help working through this, you can always book a 1:1 Help Session with us here.
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