Of New Bosses and Upset Carts

My boss of more than 10 years is retiring.  His replacement has a tough reputation and she doesn’t know me.  I’m worried for my team and myself.  Any ideas?

We all know the old chestnut, “change is the only constant.”  And of course, change is great when it’s happening to someone else.

And when it darkens our door.  Well.

A 10 year run is a long one.  Perhaps too long.  

Time brings familiarity. Familiarity brings inertia.  

Was your old boss still sharp eyed about the team’s performance?  About yours?  

Were they as hungry on their last day as on their first?  Unlikely.

Personal & business growth come from adapting to changing environments and seizing the opportunities an upset apple cart spills onto the floor.  

Celebrate the old boss: they had a great career.  And prepare for the apple cart’s demise. 

Some thoughts for the interregnum (prepare stories you want the new boss to know):

The story of your team: 

• What are the accomplishments, how is the performance?

• What are the priorities?

• Why does the work matter?

• Who are the key people?

• Which customers should she meet?

• Challenges/opportunities?

• What does the team need from her?

Your own story: How do you want her to know you?

• Where did you come from?  Where are you going?

• What are your dreams?

• What are you good at?  What not?

• How are you developing your team?

• Who is your successor?

• Who are your top performers?

• Where do you need her help?

In addition, show some empathy.  She’s the new kid: help her find her way.  

She will ask questions.  She will challenge.  She will change things. This is normal.  This is what smart, new leaders do: they work to avoid stasis and complacency.  They may even set the apple cart on fire.

Some encouragements:

Don’t be defensive.  Be helpful. Be transparent.  Presume she wants to improve the team and you.

Ask how you can help her.  Ask how she likes to work and communicate. 

What is her mandate?  Where are her hot buttons?

See this change as a chance for your own growth.  The team’s growth.  

Don’t have hurt feelings when she wants different things.  She’s not rejecting the past, she’s preparing the future.  

Also, be a big time leader: rally your team and peers.  If you’re visibly worried, they will be even more so.  Lead. Be calm and present.  Be professional and constructive.  Model the behaviors you want to see.

Leaders who behave in this way have nothing to fear from a change of regime.  Rather, they have the mindset that change brings opportunity for their team and themselves.  

If you wonder whether coaching can help you overcome a professional challenge, Let’s Talk. Please feel free to schedule a Discovery Session with me by clicking on the attached link. 

Until next time.

Be well everybody.