Leadership change is inevitable in any organization, whether it is due to retirement, promotion, relocation, or resignation. How do you prepare yourself and your team for the transition? How do you ensure continuity, alignment, and engagement during the change process? In this article, we will explore some strategies and tips to help you navigate leadership change effectively and confidently.
Before you embark on any change initiative, you need to have a clear understanding of the current state of affairs. What are the strengths and weaknesses of your current leader and leadership style? How do they align with the vision, mission, and values of the organization? How do they communicate, collaborate, and influence others? How do they handle conflict, feedback, and innovation? How do they support your development and performance? By answering these questions, you can identify the gaps and opportunities for improvement that the new leader will need to address.
Critical while assessing the current situation is to keep the strategic goals of the organization as the true North Star.. any initiative that is not aligned will give less impactful outcomes.. easier said than done as many of the research shows that a lot was done with neither the leaders feeling empowered and ready + the current leadership not seeing the outcome. Also any change takes time.
The next step is to reflect on your own expectations and preferences for the new leader. What are the qualities and skills that you value most in a leader? What are the goals and priorities that you want to achieve with the new leader? What are the challenges and risks that you anticipate or fear with the new leader? How do you prefer to interact, learn, and work with the new leader? By clarifying these aspects, you can articulate your needs and concerns to the new leader and establish a mutual understanding and trust.
Very important point.. “starting with an end in mind”. Important to clearly define success parameters of an ideal leader and work towards it.. a clear detail of the personality of an ideal leader is also helpful.
Once the new leader is announced or appointed, you should take the initiative to engage with them as soon as possible. Introduce yourself, share your role and responsibilities, and express your interest and enthusiasm for working with them. Ask them about their background, vision, and expectations, and listen actively and respectfully to their responses. Seek feedback and guidance from them on your current projects and tasks, and demonstrate your commitment and competence. Be open and honest about any issues or difficulties that you or your team are facing, and offer your support and suggestions for solutions.
While the article is focused on what the team can do, it is also important that the leader find forums to discuss the 'How' of their strategy and the associated 'why'. The introduction of design thinking in Infosys was a significant step during Dr. Vishal Sikka's first few months as Infosys CEO.
Making the leader welcome with the current team is even more challenging.. having a mentor or a transition coach in situations like this will help. The senior leadership needs to visibly show the backing for the new leader and this will send a clear message
Every leader has a different leadership style, which is influenced by their personality, values, beliefs, and experiences. Some leaders are more directive, while others are more participative. Some leaders are more task-oriented, while others are more relationship-oriented. Some leaders are more visionary, while others are more pragmatic. As a follower, you need to adapt to the new leadership style and adjust your behavior and expectations accordingly. Observe and learn from the new leader's actions and words, and try to understand their perspective and rationale. Communicate and collaborate with them in a way that matches their preferences and needs. Respect and appreciate their strengths and contributions, and avoid criticizing or resisting their decisions or changes.
Totally agree.. here is the test of the feedback culture in an organization and how do we provide the psychological safety to give and receive the same
Leadership change is not a one-time event, but an ongoing process that requires continuous learning and improvement. As you work with the new leader, you should seek feedback and coaching from them on a regular basis, and use it to enhance your skills and performance. You should also provide feedback and coaching to the new leader, and help them to grow and succeed in their role. You should also look for opportunities to learn from other leaders and peers, and expand your network and knowledge. By embracing leadership change as a learning opportunity, you can develop yourself and your team, and achieve your goals and potential.
Look for small wins and celebrate the same. Equally involve the team in any progress you make. It’s a collective effort and the team dynamics with-in the organization is at test