Re-Org as an Opportunity to Identify and Nurture Good Leaders

Going through a Re-Org?

Re-Org is inevitable in any organization, a decision by leaders we trust and must be welcomed for good.

Impact of Re-Org on an Individual Level: For some, it would mean a fresh experience to look forward to. For others, it may bring some uneasiness to move away from teams, role, or managers, they are happy with.

Navigating the Mixed Experience of Leadership: For people with more work experience, if you recall, you’ve likely worked with many leaders. But how many do you think "welcomed your ideas, acted as a source of strength, was protective of the team, and helped you deliver your best"? Too few, right?

On the other hand, I suppose you'd all agree that, at some point, we've all worked with managers who inadvertently hindered progress as well, for multiple reasons like being cautious about new ideas or by having concerns about disrupting the status quo etc.

These contrasting experiences highlight why losing a supportive manager during a Re-Org can be unsettling - gets you worried about who is going to be your next!!

The Value of Good Leaders: Good leaders are quite a rare breed. They are the driving force behind:

• Talent Retention,
• A Welcoming Work Environment,
• The Encouragement, of Fresh Ideas and more
• Setting a Course for Team Success.

Therefore, it is important to identify and recognize them.

My managers Venkatesh & Deepak - whom I worked with about a decade ago in another organization, Anirban Singha, Ph.D. & Jennifer Ross - from my present organization, are some such leaders, among others, I have truly had the privilege to work with & learn from.

What about you? Share in the comments if you wish to make their names known to everyone.

Time to Act: Organizations can leverage Re-orgs as a time to gather exclusive feedback - through surveys & quick polls taken during one on ones, skip-level meetings etc., from employees about their comfort level with current managers and the leadership styles that worked. While the feedback shouldn't dictate reporting structures, it can be instrumental in identifying outstanding managers.

Multiply Good Managers: Ford is one of the best places to work & we constantly look for ways to do better.

Much like Ford's prestigious HFTA awards for Technical Expertise, we need to have an equally reputed award for Managerial Competence as well. The purpose of such awards must not only be to appreciate expertise but also to multiply the expertise.

The award winners should be responsible for developing future leaders across the organization.

Conclusion: There’s a saying that people don’t quit companies, they quit their managers. We will need more of our good managers who create great work environments for high-performing teams, to uphold, drive and deliver on our Organizational Objectives.

I hope Re-Org is viewed as an opportunity to identify, nurture & multiply great managers, so that one day, this pain point of “letting go of a good manager” during Re-Org is gone, because every manager is a Good Manager!

- An article by SHRAVANTHI.