Once you’ve identified new leaders in the workplace how do you transition them effectively to gain the respect of the team and increase organisational performance?
Share why they were selected
New leaders have a short window of opportunity in their first few months to build momentum for change. To ensure they focus their efforts on the right areas, they need to know why they were selected for their new leadership role, and what strengths and advantages appealed most to you. By empowering them with this information they know what strengths to draw on when dealing with their team.
Give clarity to the organisational structure
When a new leader starts, they are often so focused on the team under them that they forget their role is across multiple teams. To ensure new leaders get off to a great start, give them the opportunity to get to know key staff and stakeholders in the company so they understand the different roles, agendas and politics, and have clarity around how they fit and need to work across the whole organisation.
Provide ongoing leadership support and development
In many cases, new leaders think that the knowledge and experience that got them this far in their career will also take them to the next level – but the truth is it won’t. It takes a host of new skills and strategies to cope with a new leadership role. A newly appointed leader needs to assess the current business situation, develop a plan to achieve the goals and targets set before them, and convince their inherited team there is value in change. It’s no easy feat! To give them the best opportunity at succeeding it is important to take them through a comprehensive onboarding process and provide ongoing leadership training, development and support to handle the challenges and opportunities they will face.
Provide insight into the workplace culture
Depending on where the new leader has come from, there is a possibility they may be unaware of the organisational and team environment. Giving them insight into the current culture can provide them with an advantage when dealing with their team, and better prepare them for the resistance they may face.
Prepare them for personal changes
If a new leader has been promoted from a co-worker role, many working relationship issues can arise. Going from friend and colleague to boss and mentor can change relationship dynamics quite significantly. Add to this the resentment from unsuccessful candidates, and new leaders can be in for quite a shock when it comes time to lead. To make their personal and professional transition easier, it is important to offer guidance and support around relational issues and alert them to potential situations that may arise.
Need help transitioning new leaders into your organisation? Call us today on (07) 3838 1388.
