What are the best ways to handle conflict when leadership changes?

Communication is key during change. I've worked with leaders who refer to an email they sent four months ago announcing information about a change as if everyone should remember that email. But with communication, multiple streams and repetition are key. In the fast-paced, task-saturated environments most people work in, it's important to communicate change as frequently and simply as possible. Sharing the why for the change repeatedly and specific information on the how can minimize conflict before it arises by giving people a sense of safety and trust.

Dismissing or diminishing the work done previously is the fastest way to lose buy-in from the team in the new leader - even when everything needs to change. Change can be overwhelming. An idea is to show change in the start-stop-continue model. Discuss what needs to stop, what will be brand new and what will continue (even if modified). If you can do this with input from the team, even better!

To aid in understanding the emotional states during change processes, it is valuable to be familiar with the "Kübler Ross Curve". This concept explains that people go through different emotional stages during change, known as the Kübler-Ross stages. These stages include denial, anger, bargaining, depression and acceptance. It is important to recognize and understand these stages to provide appropriate support to those affected by the change.

Encourage team members to share their concerns, questions and suggestions related to the leadership change. Create anonymous feedback options for those who may feel uncomfortable speaking openly. Conduct listening sessions or town hall meetings where team members can directly express their thoughts and concerns to the incoming leadership. Ensure that these sessions are facilitated by neutral parties to encourage honest and open discussions. Leadership should actively engage in two-way communication. Acknowledge and respond to the feedback and input received. Demonstrate a commitment to addressing concerns and involving team members in the decision-making process when appropriate.

Experienced mediators or facilitators can create a safe space for open dialogue, encourage active listening and guide the parties toward mutually beneficial solutions. Mediators can be valuable during times of transition when tensions may be high. Equip leaders with the skills and techniques needed to identify and address conflicts in a constructive manner. Training can empower individuals to manage conflicts proactively and collaboratively. Develop clear and transparent conflict resolution procedures within the organization. Outline the steps to follow when conflicts arise, including how to escalate issues when necessary. Having well-defined processes can prevent conflicts from escalating and ensure that they are resolved fairly.

Keep team members informed about the reasons for the leadership change, the transition process, and the vision for the future. Address concerns openly and honestly and be accessible for questions or discussions. Transparency builds trust and reduces uncertainty. Demonstrate active listening and empathy towards team members' concerns and feelings during the transition. Make an effort to understand their perspectives and validate their emotions. Show that you genuinely care about their well-being and that their voices are heard and valued. Organize team-building events to strengthen positive relationships. These activities can help team members get to know the new leadership and their colleagues better, creating a sense of unity.

1. Recognize the conflict The first necessary step is to identify and accept the conflict. Do not ignore it or downplay its seriousness because it may worsen over time, creating bigger problems. 2. Stay calm and composed An important thing to do is to avoid panicking. If you panic, your emotions can escalate the situation, and you may be unable to think in the right direction. 3. Talk to the people involved Avoid having a discussion publicly to save everyone from embarrassment. Arrange a time to meet privately and choose a place where you will not be interrupted during the conversation.

Conflict during leadership change is tricky and sensitive, let's accept. The person facilitating the transition/conversation plays a huge role in its success. 1.Rapport and buy-in: Do the leaders/teams agree to be facilitated by the person supporting to resolve the conflict? Do they trust the process? 2.Gather facts/information- The past is gone, still, the reference points are essential to understanding the source of conflict. 3.Focus on the issue, not the people involved- Do not make it personal, stay away from biases and favourites. Focus on what the ideal state looks like and work backwards. 4.Identify and articulate the WHY clearly- the purpose of transition/change and its impact if it happens or not. 5Take a solution-focused approach.

The best way to handle conflicts during leadership changes is to adopt a proactive and open communication approach. It is crucial to create a trusting environment where concerns and opinions are heard and respected. Additionally, involving stakeholders and providing clear information about the change process and objectives is important. Promoting collaboration and teamwork is also crucial to minimize conflicts and maximize acceptance of the changes. Lastly, having skilled leaders who can guide the team through the transition, demonstrating empathy, problem-solving skills, and a clear vision of the future, is essential.