We’ve all been there. Whether you are starting a new role or your current leader is changing, getting a new leader can be challenging. It’s one of the biggest changes we face in the workforce. Whether your outgoing leader is awful or awesome, the change is likely to cause you some concern. There is good, bad, and unknown in every change in leadership.
The good can consist of a variety of things. Perhaps your previous boss was someone you couldn’t wait to get rid of. That situation often comes with a lot of hope that things will now be different. Maybe your new boss means you have changed roles or companies, and you are excited about new possibilities. Your new leader may be someone you’ve worked with before and already trust.
Focusing on the good helps keep you out of reactivity and positions you for more deliberate thought. How can you use this change to move closer to your career goals? Writing down your ideas and questions for the new boss can be a great way to capitalize on your hope or excitement. Even in the best of changes, the good rarely stands completely alone.
A leader change may feel bad if you liked your previous boss, especially if they were highly supportive of your work. The new boss may not be bad in and of themselves but losing a boss you have a great professional relationship with can be very challenging. You may find yourself navigating the stages of grief as you work through the transition.
The other side of a bad leader change can come when the new leader is toxic. That toxic leader can threaten to send you into reactivity as you navigate the new negative landscape. It is important to focus on what you can control under the new conditions.
Sort through thoughts and feelings to determine which are facts and which may be stories influenced by the change itself. Pause and ask yourself, “What evidence do I have that this is true?” If you find you do have evidence of a toxic environment, identify sources of support. This may be HR, a peer, a coach, or even an employee assistance program or other external support. Remembering that you have choices, even if that choice is to find another job, can help decrease the stress of the toxic change.
Often the change in leader is stressful because of the unknowns. It is common to fill in unknown information with assumptions or fears. Taking a breath and remembering to stop reactivity and give yourself a chance to reframe the situation can lead to a much better start with the new leader.
Again, focusing on what you can control in the situation helps you stay centered and forward focused. Resist the urge to guess what it will be like. Instead, ask open-ended questions and stay curious. If the new leader has ideas, listen first before inserting a “We’ve already tried that.”
Just as you would like them to give you a chance to show who you are, provide them with the same opportunity. Trust has to be built from both directions. New leaders need to earn your trust, but they also need the opportunity to do so. The more collaboratively you can navigate the change, the more smoothly it will unfold.
No matter what your initial thoughts and feelings are about getting a new leader, resist reactivity, focus on what you can control, and find ways to keep moving forward with your goals and those of your organization. Doing so gives both you and your new leader the best chance to build trust and create a successful working relationship. Support each other and share positivity rather than conjecture among team members. And as always, if you need support, reach out to peers, mentors, or your coach.
