Lead Your Team Through Transition

When it comes to leadership transitions, a lot of time and energy goes into ensuring all goes well for the outgoing and incoming leaders. A seamless change takes work. But a key part of this momentous shift within an organization is often overlooked: managing your team’s stress during the transition process. Yes, a transition phase will greatly impact the leadership itself, such a vast change also happens to reverberate through the entire organization, leaving individuals uncertain in the face of an unpredictable future. Everyone reacts to change differently, so the disruptions that come out of a transition period may lead to anxiety, resentment, disengagement, or even grief for the loss of a beloved leader. Each of these emotional responses are valid and must be taken into account when preparing your team for a leadership transition, particularly when left unchecked, these high intensity emotions can cause a decrease in team productivity, morale, and general cohesion.??

Gartner reports that 70% of individuals experience moderate to high stress during phases of immense change.?

It’s?important to alleviate that stress within your team as best you can by helping them understand why the leadership transition is happening and what change they can expect moving forward.

Being proactive in mitigating confusion allows your team the time and space to process oncoming change and adapt accordingly.??

Here are ways to support your team through a leadership transition:?

Elicit team feedback––Whether you’re incoming or outgoing as a leader, your team is going to be the ones keeping things running during a transition. They will know the best way to carry out their roles and responsibilities through this period of change. Create a psychologically safe environment where they can share their thoughts and concerns about the transition. They will be most concerned about any shifting priorities and how that will impact their work. Ask them what support they need in navigating this change, then tailor your support to each individual’s needs. ?

This is a time for sharing and listening in order to apply your team’s needs and concerns to your decision making.??

Communicate with honesty and transparency––The biggest thing your team needs during a leadership transition is clarity . Share information with your team as you receive it. Don’t pretend you know all the answers. Be upfront with them about what you don’t know yet and update them as soon as you have the answers they’re looking for. They will want to understand the context of why the transition is happening, and a solid breakdown of short and long-term goals and the priorities and timelines that accompany them. Some of their ongoing projects will be deprioritized as the new leader shifts the organization’s focus.

Be clear about what is expected of them within this new reality.

Keeping them in the loop fosters trust and a sense of stability while they’re still getting to know what their new leader expects of them.

Empower your team by having them own their responsibilities––Encourage?your team to actively contribute to the transition process helps them feel more connected to the organization as it continues to evolve with its new leader. They can build up a sense of pride in the work they’re doing, keeping them both productive and engaged. When individuals are empowered , they see challenges like a leadership transition not as a phase of uncertainty, but as an opportunity for growth and contribution. As a result, they will be far more willing to bring creative ideas to the table on how to improve operations through the latest leadership transition.

Let each team member know their specific responsibilities during the transition process so they can appreciate how invaluable they are to keeping the organization going.?

Acknowledge your team’s efforts––At any given point in their involvement within the organization, your team wants to know they’re doing a good job. Don’t just celebrate the big wins once your new leader has already settled into their role and accomplished significant change for the organization.

Celebrate each milestone along the way. Even minor progress is worth acknowledging.

This keeps morale high and builds a culture of positivity. Your team just wants to feel valued, knowing their contributions serve a meaningful purpose within the new context of the organization as it continues to change and grow.??

Remember, your organization doesn’t stop during a leadership handover. Your team are the ones ensuring the organization runs smoothly through a state of transition. Make sure they have the tools, resources, information, and support they need to succeed. The more included they feel within the process, the more effectively they will help the organization survive and thrive through its new era.?

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Further Reading?

4 Strategies to Guide Your Team Through a Departmental Transition, Harvard Business Review?

How to Support Your Team During a Senior Leadership Change, Lattice?

The Importance of Managing a Team Through Change (Plus Tips) , Indeed UK?

Stressed Out? How Leaders Can Keep Their Teams Calm Under Pressure , Forbes?