That may sound obvious, but very few leaders, teams, and organizations know what to do when someone is new.
To limit the impact on the organizational culture and team trust (and everything else), creating the most expedited and seamless journey to normality is required.
Planning for All These Pending Transitions
Unless you’re uniquely different than the stats, you, too, may change jobs every three years. Or at least change jobs more frequently than previous generations. This means you’ll disrupt your previous team or organization and interrupt your new one. Every. Few. Years.
Your ability to navigate leadership transitions determines your success as a leader in each new role.
If you’re in an organization and not leaving, someone else is. And soon. If they are a teammate, you can help them integrate. If you lose your leader, the entire team may be turned upside down.
In these situations, you’re understanding of successful transitions can help your new leader, teammates, and peers lower the transition disruption.
And finally, if you’re in an HR role, you must understand how to make these leadership changes more seamless and less impactful. Maintaining any organizational continuity in the face of persistent change is nearly impossible.
This Is Why I Wrote Big Shoes To Fill
This topic is too critical and complicated to resolve in a blog post. If you’ve not yet pre-ordered your copy of “Big Shoes To Fill,” I can’t encourage you enough to do so today. Not because I want to sell books but because your career depends on your ability to transition well.
While you wait for your copy to arrive on Jan. 16, here are a few things to consider:
- How frequently have you experienced leadership transitions on your team or organization?
- How have these transitions positively and negatively affected you, your team, and your organization?
- When was your last job change? How did you leave your previous team? How did it feel to transition into your new team?
- Do you have plans to change jobs in the next year? How are you preparing your team and yourself for this transition?
- What’s been most challenging about the leadership transitions you’ve already experienced?
- What would you do first if you were to enter a new leadership role tomorrow?
- How can you plan today to leave well in the future?
Again, planning for this new organizational reality is a requirement for modern workplace and leadership success. How are you planning to succeed?
This article originally appeared here and is used by permission.
