Reasons for the change of leadership
“If a new leader arrives, then someone needs it,” - with these words, Aleksandr Stoma, a coach and business coach, names two root causes that can always explain a change of leadership.
1. The previous leader did not cope with his direct duties.
The new leader is obliged to correct the situation - it is a completely natural situation. In this case, the leader collects subordinates, denotes the new rules of the game and quietly implements them. In this case, personnel changes (dismissal, displacement, decrease and increase) may occur, which he conducts with an iron hand, explaining the reasons if necessary.
What to do in this case subordinates? In any case, obey and do your job as well as possible. After all, you are here for this, right?
2. Need "your" leader
He was appointed due to the fact that ... - due to various reasons that have nothing to do with his qualifications and work experience. Stephen Covey in his book “7 Skills of Highly Effective People” has a concept of a zone of concern and a zone of influence, and often people care about things that they cannot influence.
What to do in this case subordinates? It is necessary to adapt to the conditions and answer the question: "Am I ready to work in the subordination of such a person?"
If the answer is “no” - look for options for internal displacement or go to another company.
If the answer is yes - to build relationships and accept the rules of the game. Such a leader will promote people who are loyal to him and are ready to play his games, everyone else will fall into disgrace.
How to adapt to new leadership
Svetlana Savelyeva, head of the Kelly Services search center for candidates, in her practice, she went through a series of leadership changes and was twice the “new leader”, who came to an established team with its own traditions and outlook on work. Svetlana names 5 behavioral techniques that work when changing leadership.
1. Take the change of leader positively
Because a new person came, determined to succeed through the coordinated actions of his team. And while you are one team, there is every chance that his actions will lead you all to a brighter future. Who knows, maybe this particular person will be the perfect chef for you?
2. Take the boss to your team
If it does not work out positively, then the new leadership needs to be at least just adopted. Because now it is also responsible for your well-being. He needs you to bring his career ambitions to life.
3. Be patient
It is good if the new leader holds an organizational meeting with his new team and speaks out the rules of the game. If this does not happen during the first two weeks, I recommend the team to independently initiate such a meeting.
4. Do not be afraid of open dialogue
This is always better and more productive than negative discussions about the new leader’s actions during the lunch break with colleagues. For the new leader, in addition to fulfilling key indicators, the support of the team, the ability to build trusting relationships and identify potential acute angles are especially important at first. To do this, you need to talk.
5. Do not be afraid of a new boss
If you are afraid of your boss, everyone will notice. Noting your phobia, the boss will see you as a victim, not a professional employee. Excessive fear of management suggests that the employee has a very low self-esteem.
A change of leader in a team always reveals the talents of employees in the entire assortment. Perhaps this is your chance? Work.ua advises you to always be ready to change and not be afraid of anything - in a world of constant changes, flexibility and willingness to adapt to new rules of the game become significant criteria when choosing employees and partners.
“If a new leader arrives, then someone needs it,” - with these words, Aleksandr Stoma, a coach and business coach, names two root causes that can always explain a change of leadership.
1. The previous leader did not cope with his direct duties.
The new leader is obliged to correct the situation - it is a completely natural situation. In this case, the leader collects subordinates, denotes the new rules of the game and quietly implements them. In this case, personnel changes (dismissal, displacement, decrease and increase) may occur, which he conducts with an iron hand, explaining the reasons if necessary.
What to do in this case subordinates? In any case, obey and do your job as well as possible. After all, you are here for this, right?
2. Need "your" leader
He was appointed due to the fact that ... - due to various reasons that have nothing to do with his qualifications and work experience. Stephen Covey in his book “7 Skills of Highly Effective People” has a concept of a zone of concern and a zone of influence, and often people care about things that they cannot influence.
What to do in this case subordinates? It is necessary to adapt to the conditions and answer the question: "Am I ready to work in the subordination of such a person?"
If the answer is “no” - look for options for internal displacement or go to another company.
If the answer is yes - to build relationships and accept the rules of the game. Such a leader will promote people who are loyal to him and are ready to play his games, everyone else will fall into disgrace.
How to adapt to new leadership
Svetlana Savelyeva, head of the Kelly Services search center for candidates, in her practice, she went through a series of leadership changes and was twice the “new leader”, who came to an established team with its own traditions and outlook on work. Svetlana names 5 behavioral techniques that work when changing leadership.
1. Take the change of leader positively
Because a new person came, determined to succeed through the coordinated actions of his team. And while you are one team, there is every chance that his actions will lead you all to a brighter future. Who knows, maybe this particular person will be the perfect chef for you?
2. Take the boss to your team
If it does not work out positively, then the new leadership needs to be at least just adopted. Because now it is also responsible for your well-being. He needs you to bring his career ambitions to life.
3. Be patient
It is good if the new leader holds an organizational meeting with his new team and speaks out the rules of the game. If this does not happen during the first two weeks, I recommend the team to independently initiate such a meeting.
4. Do not be afraid of open dialogue
This is always better and more productive than negative discussions about the new leader’s actions during the lunch break with colleagues. For the new leader, in addition to fulfilling key indicators, the support of the team, the ability to build trusting relationships and identify potential acute angles are especially important at first. To do this, you need to talk.
5. Do not be afraid of a new boss
If you are afraid of your boss, everyone will notice. Noting your phobia, the boss will see you as a victim, not a professional employee. Excessive fear of management suggests that the employee has a very low self-esteem.
A change of leader in a team always reveals the talents of employees in the entire assortment. Perhaps this is your chance? Work.ua advises you to always be ready to change and not be afraid of anything - in a world of constant changes, flexibility and willingness to adapt to new rules of the game become significant criteria when choosing employees and partners.
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