New Leaders On The Block: NLOTB Survival Kit
You take pride in your organization’s tenured leadership team—a group of seasoned professionals who have worked together for years. They've survived economic downturns, expansions, reorgs, disgruntled employees, weak internal processes, and less-than-stellar business decisions, all while keeping the ship afloat and strengthening their commitment to one another. However, integrating a new leader into this tight-knit team can present challenges if not approached thoughtfully. Without careful consideration, your tight-knit team might unintentionally create barriers to the successful integration of the newcomer. In this edition of, "Engineering 365", let's explore practical strategies to successfully welcome and empower your new leader while highlighting common pitfalls we should avoid.
The Buddy System
One of the most effective ways to help a new leader acclimate is to assign them an onboarding buddy—someone who is not their direct supervisor or official HR contact. This person should be a well-respected team member with a deep understanding of the organization’s culture and operations, not an intern or an entry-level associate.
The onboarding buddy serves multiple roles: they are a guide, a sounding board, and a source of informal knowledge. They can provide the new leader with the nuances of specific operational workflows, safety protocols, and team dynamics unique to your facility. This informal mentorship helps the new leader quickly learn the ropes and avoid common missteps that could stem from misunderstandings.
Daily check-ins with the onboarding buddy in the first few weeks are crucial. These meetings offer a safe space for the new leader to ask questions, provide feedback, and discuss any challenges they face. Over time, as the new leader becomes more comfortable, these check-ins can taper off, but they should remain available as needed.
Shadowing Leaders
Another valuable integration strategy is to allow the new leader to shadow other C-suite executives. Shadowing offers a behind-the-scenes look at how different leaders within the organization approach their roles, make decisions, and interact with their teams. Particularly in manufacturing, witnessing how seasoned leaders address challenges and optimize production flow is beneficial. This can foster relationship building and support much-needed knowledge transfer.
Through shadowing, the new leader can gain insights into the organization's leadership culture and begin to identify where their approach may need to adapt or where they can introduce new ideas. Encouraging this practice sends a clear message that the organization values learning and cross-functional understanding, setting the tone for a collaborative and inclusive leadership team.
Celebrating Early Wins
Acknowledgment and celebration of early successes can have a powerful impact on a new leader’s integration. These moments, no matter how small, help to validate the leader’s contributions and reinforce that they are on the right track.
When the new leader achieves an early win—whether it’s a successful project, a well-received idea, or a positive change in team dynamics—take the time to recognize it. Public recognition, even in small team meetings, can go a long way in making the new leader feel appreciated and supported. Celebrating early wins in team meetings can invigorate the leader’s commitment to continuous improvement.
Avoid Comparisons with Their Predecessor
One of the most common and damaging pitfalls when bringing in a new leader is the tendency to compare them to their predecessor. It’s natural to draw comparisons, especially if the previous leader was well-liked or highly effective. However, this can be incredibly detrimental to the new leader’s ability to succeed.
It’s important to remember that you hired this new leader to achieve specific results, not to replicate the style or approach of the previous person in the role. Give them the space to operate in their own way, even if it’s different from what your team is used to. Avoid carrying over any negative experiences or “trauma” from the last leader—each person brings a unique set of skills and perspectives, and they should be judged on their merit.
Focus on the outcomes, not the process. As long as the new leader is driving the organization toward its goals, allow them the freedom to do so in a way that aligns with their strengths. This approach not only empowers the new leader but also fosters a culture of innovation and continuous improvement within your leadership team.
Inclusive Engagement from Day One
Incorporating a new leader into an established team requires intentional inclusivity from the very beginning. As a tenured team, it’s easy to assume that a new leader will find their way, but this approach often leaves them feeling isolated and unsure of their role.
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The responsibility of inclusion lies with the existing leadership. From the outset, make a concerted effort to involve the new leader in key meetings, projects, and discussions. Don’t wait for them to ask to be included—take proactive steps to ensure they are part of the conversation. This not only helps them get up to speed but also demonstrates that their input is valued. Inclusive engagement fosters a sense of belonging and ensures that the new leader quickly becomes an integral part of the team.
Breaking Established Patterns
When a team has been together for a long time, it’s natural to fall into familiar patterns. These patterns can manifest in many ways—going to the same people for advice, assigning tasks based on historical roles, or simply relying on the comfort of established relationships. However, these habits can unintentionally marginalize a new leader, making it harder for them to integrate into the team.
To combat this, it’s important to consciously break these patterns. Make a deliberate effort to include the new leader in decision-making processes, process optimization, and strategic discussions. Trusting them with meaningful responsibilities early on is critical. It may take some adjustment, but giving the new leader the time and space to prove their capabilities is essential for building trust and confidence on both sides.
Integrating a new leader into a tenured leadership team requires careful planning, intentional inclusivity, and a willingness to break old patterns. By providing the right support systems, celebrating early successes, and avoiding harmful comparisons, you can help your new leader feel like a valued member of the team. This not only sets them up for success but also strengthens your organization as a whole, ensuring that it remains adaptable, innovative, and capable of navigating future challenges.
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