2017-03-08 00:00:00Human ResourcesEnglishStreamline a leadership transition by keeping workers in the loop, respecting the existing structure and offering adequate training and...https://quickbooks.intuit.com/ca/resources/ca_qrc/uploads/2017/06/Employees-Working-Closely-With-New-Leader-After-Leadership-Transition.jpghttps://quickbooks.intuit.com/ca/resources/human-resources/how-to-navigate-leadership-transition-smoothly/How to Navigate a Leadership Transition Smoothly

How to Navigate a Leadership Transition Smoothly

4 min read

Bringing in a new leader can be a sensitive process for a business, particularly if your existing team dynamic is strongly embedded. With the right transition strategies, you can introduce a new supervisor or chief executive officer with minimal disruption.

Embrace Communication

Leadership transitions inevitably create speculation among staff; open communication can dispel harmful rumors and maintain a sense of stability. If at all possible, keep employees in the loop with a stream of regular updates. Clear, brief messages keep panic in check: “Our CEO has resigned, and we start interviewing replacements tomorrow. In the interim, Bob Smith is keeping all projects running as usual.”It’s crucial to embrace honesty, especially when the news is bad. This transparency can go a long way in maintaining trust between employees and management – it shows workers that you respect them as professionals and care about their well-being.

Involve Key Managers

High-level leaders rely heavily on the organizational hierarchy to make effective personnel and management decisions. During a period of transition, increase buy-in by involving key managers. Invite them to participate in the final round of interviews, for example, and use their feedback to inform the hiring decision. Once a new leader is on board, ask him to involve the managers in planning new initiatives and strategies. This inclusive process shows respect for managers’ experience and expertise, so they feel valued. In return, they may be more likely to cooperate with the new leader and encourage team members to adapt.

Provide Departmental Exposure

When bringing in leaders to manage multiple departments or business functions, it can be helpful to provide direct exposure to each area. Before stepping into the leadership position, the new manager might spend a week in each department. Shadowing, hands-on experience, and in-depth conversations bring the employee up to speed quickly, and the face-to-face interaction builds the foundation for strong working relationships. For workers, the opportunity to meet and interact with a new leader creates a sense of familiarity that can help smooth the transition. This strategy is particularly useful when promoting from within. New leaders often focus heavily on their old departments – usually, because they feel most capable and comfortable in those areas – resulting in a management imbalance. Rotating through other departments expands expertise and enables the employee to make confident decisions from day one.

Build Social Relationships

Whether you’re hiring a new team leader or a high-level executive, the person’s social integration has a powerful impact on the transition. The new person can soften the shift by getting to know the team away from the office. Choose low-pressure events that involve an element of fun, such as team lunches, happy hours, or afternoon retreats. If your company has a strongly expressed culture or power structure, upper management can provide valuable tips to help the new leader navigate effectively. Point out key influencers and explain operational norms. Offer insight into significant workplace conflicts, but only if they impact operations. For example, it’s helpful for a new manager to know about a recent public blowup between the art director and sales manager, particularly if it is causing tension between the two departments.

Encourage Slow Change

A leadership role brings with it a great deal of pressure, and new leaders may feel the need to make a statement immediately – often, with organizational changes or dramatic directional shifts. Ease the transition for your staff by encouraging new managers to approach change slowly and thoughtfully. Successful managers take time to soak in the corporate culture before shaking it up. When workers have the chance to adjust gradually, they are more likely to feel secure and stay productive. When the time is right for a change, new leaders can smooth the process by respecting the company’s dispersed leadership structure. Instead of enacting new policies personally, the leader should communicate the adjustments to key managers and empower them to handle implementation. By staying out of the process, the leader avoids overstepping and creates ownership at all levels.

Offer Support and Guidance

Like any other professional, a leader is a human being with needs and shortcomings. An adequate support and oversight infrastructure can help a new supervisor navigate the transition comfortably. A support network is essential for new leaders, whether they are external or internal hires. If your new manager was promoted from within, the sudden shift from colleague to boss can be jarring. External candidates, on the other hand, arrive with no foundation. Help your new leaders feel connected by introducing them to peers who can offer advice and answer questions. Oversight is also essential during a leadership transition, particularly for lower-level hires. During the first days and weeks, superiors can head off problems by monitoring performance. If it looks like the new leader is overstepping or violating unspoken office laws, a non-confrontational conversation can solve the issue. Regular discussions also provide insight into the new hire’s strategies, so you know when to hang back and when to offer support. In the professional world, leadership transitions are inevitable. With a respectful, inclusive approach, your company can integrate new leaders with little to no disruption of existing operations.

References & Resources

Information may be abridged and therefore incomplete. This document/information does not constitute, and should not be considered a substitute for, legal or financial advice. Each financial situation is different, the advice provided is intended to be general. Please contact your financial or legal advisors for information specific to your situation.

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