Not agreeing with management decision

[Jammylou]

How do I as a leader, deal with a decision higher management make when I don't agree with it.
I have told my line manager I don't agree as it is negatively impacting on team members of my team. My Manager has said she wants to meet me to discuss how I'm managing the situation.
I haven't acted unprofessionally but vented to her my disapproval. She always tells me I can vent to her so im not sure what she is referring to. Surely I am allowed to have my own opinion if I think the situation has been handled badly.
She said the team will pick up on my negativity towards the situation however I do not agree so feel I should not pretend to my team that it's OK when I actually feel they are being wronged.

Sounds rubbish, they sound like assholes. Could you start your own side hustle/business so it doesn’t seem so important and more like a means to an end?

As a leader to a large extent you set the weather. So, you now need to tell someone that although you value their work highly, unfortunately their period of temporary promotion is ending because of structural changes / economies ( you are not demoting them) and look at how you can help them to progress in their career. At the same time you have to onboard the new manager, get them up to speed and integrate them into the team. It’s fine to be honest with your LM, but then you need to deliver.

Honestly I would expect you to take the party line to your team.. in my company a very very dim view would be take of any manager who openly criticised senior management to her team. I'd be very wary that disciplinary isn't coming your way .

@BranchGold yeah climbing the greasy pole like a nodding dog. The bane of the NHS people like that are.

This doesn't sound like an outrageous demand from higher management.

If you have a role for more highly paid people, and someone is acting up temporarily in that role, it is still normal to make it available to someone qualified in the organisation to avoid compulsory redundancy.

Since this involves an individual, you need to be supportive of that person as well as your team. Otherwise you could end up undermining and isolating them within your group.

It would be lovely if we all got to handpick and promote the best people in our teams, but your team doesn't exist independently of the organisation.

A quiet word with the person in temporary role to say they've done well and this is no reflection on them, will look for other opportunities, is all you need.

Apart from that you need to get behind your new team member.

I was more on your side of being honest about this - rightly or wrongly, as a manager I do quite often say 'this isn't what we'd have chosen but we need to implement it so let's look at how' - but since this is about individual job roles I would be much, much more circumspect with the team. It is a horrible thing to imply to people that someone coming into your team isn't wanted by you and isn't good for the team - it creates a horrible work environment for them. And I'd be really, really wary of letting the person acting up think that they are being badly treated by that coming to an end. I think where it's more of a high-strategy thing it's OK to let it be known that you don't love it, but not if it's to do with personnel.