Managers are fun when they get involved in business negotiations. They must have your best interests at heart and help you succeed, even if it’s not in their best interest. Skill sets play an important role in wants and needs. There really is no difference in my book, none at all. If someone wants a skilled person on their team, obviously there is a need. I’ve seen moves like this create exceptional individual teams and cross-pollination of abilities between multiple teams.

Often an issue that comes up is that if a manager needs the skills of someone on another team, the negotiations to get those skills can get a bit dicey. If you are the person they are negotiating for, it can put you in a rather awkward situation. One side might take it as a lack of loyalty and, for one reason or another, take it personally that you don’t want to work with them. Meanwhile, the other could see him as a better option for his team. The two of you can get into a battle over your skills, over the available space, and how it can be filled for your previous manager so you don’t run out of staff.

When it’s time for a change, here are some points to consider:

1. Make sure you are very clear about why you want to move. In my opinion, this is the most crucial part of the whole situation. Make your case with examples of how it will benefit your career, or at least the benefits of the change itself. Maybe you’re just looking for a new challenge and the new team is willing to give it to you.

2. Let the managers clash. The negotiation is up to them and how it is done behind the scenes is none of your business. He has already been asked why he wants to move and has convinced both sides of the benefits. After that, stay out of it. In fact, forget about it until they announce you’re moving.

3. Don’t be disappointed if it doesn’t happen. Just like sports, it’s always a dice game when it comes to exchanging people. He could end up being the “player to be named later” should a slot open up in the future when that trade is optimal for everyone. Don’t think for a second that it’s a reflection on you if you don’t move, it just means a manager was convinced it shouldn’t happen. It can actually be a huge ego boost for someone to care enough to fight for your abilities because they see you as a valued member of the team. It’s nice to feel needed.

4. Consider the effect it will have on your current team. This is crucial, especially if you are in a leadership position or are a subject matter expert (SME). You are on the team for a reason. That’s why you’re skilled in a way that you’re so valuable that by leaving you’re hurting your team’s overall mission. The needs of the team may seriously outweigh the need for you to go. Don’t be selfish, feel good that the value of your work has brought you the respect you deserve where a manager is willing to fight for you to stay. Good team relationships keep harmony among everyone in place for success. Staying builds loyalty and increases respect among your peers, however, they will also understand the need for your change and support you.

5. Consider the effect it will have on teams outside of your own. I’ve come across this so many times it makes my head explode. When you have your referral SME on one team and she moves to another, you’re left trying to figure out who to call for help. Your move could have taken place months ago, and out of the blue, you need to contact your trusted resource only to find out that you’ve moved. Your replacement won’t know your situation or what kind of help you’ve received in the past and, this is going to suck, they may not give you the help you need. Perhaps none at all. The adjustment can be painful. Think, if you leave your team, your regular customers will be in the same “who do I call now?” situation. Those customers will look to you for information and you, being the amazing person that you are, will advise them on who to call in the future while also offering to help where you can. Moving to another team has ramifications for everyone.

6. Be careful what you wish for. Ask others about their potential new team as to what it’s like to work on it. Do you find your job rewarding? How do they feel about the manager? What pressures are they under that you may be able to mitigate? If you don’t know the answers to those questions, you have to be careful about moving if it happens. Do your research and do it right.

7. Be generous and consider taking projects or assignments with you until someone can be trained to take their place. Leaving a team will definitely put them at a disadvantage; They have lost an SME. Offer to take some of the regular tasks with you so you can support your old team until someone else is trained, or at least trained enough not to cause too much damage. Pulling double duty isn’t optimal for you, but there’s a bigger picture to consider: a smooth transition and preservation of relationships. You wanted to take the new job, so you must be willing to do the extra work.

8. You won’t be able to control how your boss feels about you wanting to leave. Do everything you can to prevent that bridge from burning. There is always disappointment, but I have seen many sensitive managers in my time. When your people want to leave, whether it’s for another team or another company, it can and will be an awkward moment for both of you.

I bet every manager wants to be “the one everyone wants to work for”, yet when someone asks to move from your team, it’s a blow to your ego. They will legitimately worry about the short-term and long-term implications, such as how you will train people in their old roles so that their old team doesn’t miss a step. Or whether or not they can open a slot to hire someone new. Just because you’re leaving doesn’t mean the manager will be able to fill the position again, but it shouldn’t worry you either. Help whenever you can until the position is filled again or enough people can step in and take it on after a transfer of skills.

9. Learn as much as you can about your new features before you begin. See if your new manager can start allocating time for you and take on some simple tasks for the new team and get involved with both feet. You wanted the new job now go full steam ahead! I’m a big believer in being thrown to the sharks when I learn something new, just go in there and do it. If you’ve done your research, you’ll probably find that some of what you’ve done in the past has already had some team crossover; maybe you worked with the other team long enough to have a solid understanding of what and how they do things. You were the catalyst for the move, make the move one your new manager will enjoy and not regret.