If your organization is undergoing a major change, like a new CEO for example, know that a common question running through the minds of your entire company is: How does this affect me?
Of course anytime there is variation within an organization, this question is front and center. It can be even scarier with the change of a senior leader. Why? Because it is all about the relationship, and a new leader means that an important relationship within your organization is unknown. This fear, if prolonged, can lead to less productivity and disengagement.
The key to managing change in leadership is providing space for conversations.
Often new leaders focus their time and energy on the bottom line by having all the conversations about strategy, vision, and ROI. While these are all very important topics and deserving of those resources, if your employees feel like they don’t know what type of leader you are. They will be less committed.
How you have the conversations with those inside your organization will differ depending on the size and location of the company. However, whether you’re the new CEO of a company of 50 or 50,000, the same rule applies: the conversation is the relationship.
There’s only one true way to answer your employees question about how your leadership will affect them and that’s by talking about it.
This blog was originally posted on September 25, 2013 by Jaime Navarro.