What do you do if you face resistance from permanent employees as a temporary leader?

Reflecting on my past experiences, I've learned that resistance often comes from lack of understanding or fear for the unknown. As a leader, it's crucial to create a space where team members feel psychologically safe to share their thoughts and concerns. Take the time to get to know your team members and understand their backgrounds and characters. Listen attentively to their concerns, as the solution often lies in the complaints. Leading by example, demonstrating professionalism, seeking to understand before communicating, validating people's perspectives, and explaining the bigger picture behind your decisions are all essential practices for a temporal leader.

I always approach with curiosity, active listening and an open mind. Becoming proactive by getting to know the whole team, as well as the resistant employee, is fundamental to informed leadership, whether the leadership role is a temporary or permanent position. Undertaking a situational analysis initially to create a map of the organisation's culture, will give an understanding of the organisational dynamics, the personalities and the history of the workplace progression of the employees. During the process of getting to know who's who and what works best I always encourage open and frank conversation in a safe space. Creating and maintaining a culture of psychological safety is key to honest, informed feedback and trust for the future.

It’s so tempting in this kind of situation to double down on authority. There’s a story here though and it’s going to be really important to find out what it is. Name it. “What’s up with the resistance” is a good start. Then get curious and don’t take anything personally. The story is not about you.

1. Sense Your Feelings and Needs 2. Understand Others: Listen to employees' concerns and motivations. Show empathy 3. Communicate Clearly: After steps 1 and 2, clearly say your request - no vague language 4. Address the Behavior, Not the Person

As a management consultant, I have experienced this type of resistance firsthand. I agree that building strong relationships is key to overcoming this resistance. Connecting on a personal level, acknowledging permanent staff contributions, and being consistent and intentional about maintaining those relationship will help temporary leaders overcome resistance at the onset of the relationship.

To engage with people we have to let them know us, We have to connect with new teams with our hair down. I volunteer a lot which makes me a temporary leader most of the time but it does not affect my performance. Find out more about the team by talking to them; where do they live, their favourite hobbies, food etc. You may not be permanent but you want to help them achieve their goals, that of the organisation and yours as well. Be positive, learn from them. If they are not engaging dig deeper, find the root cause. Is it lack of trust in all their leaders? What could have happened? Break the ice by arranging lunch with the team, enjoy yourselves and build a strong foundation from there. Make a positive impact before you leave or stay!.

It's a bit natural as you are being projected as temporary so be patient See if you can use this as an opportunity to build relationships with a few as that will help you build some connect

Don’t take it personally. There is most likely scepticism and a sense of being worn down by the uncertainty and change. Spend some time listening to people’s concerns, you are in quite a good position, as they are likely to open up more as most of their issues will be with your predecessors. Make sure that you demonstrate action based on what you hear and put communication front and centre of your own behaviours. Your team are likely to feel disenfranchised and vulnerable, knowing that you are really there for them and not your own agenda or ambition will build trust and momentum for you moving forward.

Facing resistance from permanent employees as a temporary leader can be challenging. However in addition to the aforementioned, here are some other strategies you can try: ?? Listen Actively: Always show that you value their input and are willing to consider their perspectives as well. Also, actively listen to their concerns and feedback. This can foster a more collaborative work environment. ?? Seek Support: If it becomes necessary, seek support from higher management or HR to address any issues or concerns that may be impeding your ability to lead effectively. ?? Focus on Results: Ultimately, focus on delivering tangible outcomes/results & achieving the goals of the team/organization. This demonstrates your effectiveness as a leader.

Approach the situation with empathy and assertiveness. Take the time to familiarize yourself with team members, understand their concerns, and establish trust. Demonstrate genuine interest in their work and goals whilst clearly communicating your role, objectives, and expectations to the team. Transparency can help reduce misunderstandings and cultivate a shared sense of purpose. Listen to feedback and concerns without judgment, showcasing your competence, professionalism, and commitment to the team's success through actions and decisions. Deal with conflicts or problems quickly, utilizing a problem-solving method to discover resolutions. Remember building relationships and trust takes time, so be patient and persist in your efforts.

As a temporary leader it is but natural to face resistance from the permanent employees. Do not let yourself or your work to be affected by it. Keep at your work with sincerity in the best interests of the organisation. This should make things improve. Also keep at your efforts to build bridges. Understand the reasons for their behaviour. Communicate with them, listen to their concerns and make them feel valued. Once the employees are in a comfort zone with you, their attitude will change for the better.