When you get promoted, other people will laugh harder at your jokes and seem to excuse your tardiness. The feedback signals that had previously guided your behavior will seem distorted because you’ve gained power and status. Daniel Shapero calls this the “bad joke” phenomenon (via Rohan Rajiv), and he suggests three ways to accommodate this:

• People want your approval, which means what they say to you may not be what they really think. Keep this in mind during the day-to-day. I would add, perhaps it makes sense to approach lower-level people who are closest to execution—which gets you closer to acquiring information directly, with fewer chances of people in the middle reframing the information for your approval.
• Colleagues who were your peers before your promotion may still see you like a peer—which enables them to be more honest, open, and transparent. They will be more capable of giving you real feedback.
• More and more, you will not be able to rely on your team’s reaction, and you will need to rely on your own social compass—or inner scorecard—to grade yourself. Daniel writes, “How would you react if your manager did X, Y, or Z? Put yourself into their shoes.”

Real feedback is a gift, even if it hurts. Some might say, especially when it hurts—because the person giving you the feedback is kind enough to do something other people aren’t.