Leadership Transitions can be hard. Even The Walt Disney Company has stumbled, as this article points out, highlighting its efforts to land on the right path. types of organizational change
The problem: companies are not aware that they are engaging in ‘magical thinking’ when it comes to leadership transitions.
Organizations, rightly, put a lot of effort into the recruitment process. But then they can fall into the ‘magical thinking‘ trap of imagining that they have found the perfect candidate who will lead the company into a ‘fantastic’ future.
Remember: ‘fantastic’ has two different meanings. ‘Extraordinary good’ or ‘imaginative and remote from reality.’ I’m using the second of these meanings!
So: How do we help our new leaders be successful?
Keep these two important points in mind:
⭐ A leadership transition has a much broader impact than simply the new leader and their immediate team. So approach the transition with this in mind.
⭐ There are no ‘magical 100 Days’ after which the transition is complete. It can take much longer for a company to transition to a place where the ‘old’ has been finally left behind and everyone is engaged in building a ‘new’ organization. And when I say ‘longer’, I mean ‘years longer.’
What would it look like if we adopted a thoughtful and intentional approach to the period of transition?
We would likely want to include the following measures:
- A thoughtful onboarding process for the new leader, including time with key stakeholders as they learn more about the organization.
- A “Team Alignment Workshop’ for the new leader and their team. This allows them to learn about each other’s styles, preferences, and priorities.
- Executive Coaching for the new leader as they settle into their new role. At least 6 months is recommended.
- Regular “process checks” with the leader and their team. What needed their attention when the leader first joined will change, and they need a ritual to help them revisit and focus on priorities.
An evergreen go-to resource on transitions is the work of William Bridges. types of organizational change
What would you add to a toolkit of supports for an organization preparing for, or in the midst of, a leadership transition?