ADAPTING TO A NEW LEADER? - A TWO WAY PROCESS

When an individual is appointed to a new position, especially as an elevated leader; it is very exciting for them to taste success and look forward to all the many opportunities that lie ahead. There is surely some anxiety about the added responsibilities, change in the pace of work, the need to push a bit more out of the comfort zone and all the other challenges that come with the risk of taking on new challenges. At such a time of transition, gaining acceptance and support from the new team and peer group is yet another challenge that they must go through.

I have been at both ends of the spectrum in this process of dealing with a changes like this. Many times, I have worked through accepting a new leader as my manager. Mostly, I have been excited about an individual coming in as a leader but there have also been instances where I have felt unsure and even skeptical about the new person being a good fit for me and my team. I have also been a leader myself who has stepped into a new role more than once and sensed similar vibes from new team members.

None of this is out of the ordinary and it is completely normal to feel this way in times of change. We are all humans & grounding in this fact has always helped me realign perspective, and gracefully forgive and accept myself and others. It has also helped me move ahead, start afresh every morning and stay focussed on trying to do the right thing while staying true to myself.

With that said, below are a few recommendations for anyone going through such a change at work. If you are working through accepting a leader or gaining acceptance as a leader, this can help you.

⭐️ If a new leader comes on to your team,

➡️ Start from a point of trust and good faith. Make sure to root for their success even if you are still adapting to their way of leadership. They will have to prove themselves worthy of your trust ultimately but until then, start from a place of welcoming positivity.

➡️ Provide your leader with context/history around why certain things/processes work or do not work, or what has already been tried, tested and proven to be fruitless. This will ensure the individual's time is well spent and they are best positioned to move the needle in the right direction faster. They will thank you later in time for partnering together to get things done!

➡️ Be more cognizant of the fact that they are just as human as you, trying to adapt to a new role and walking the tight-rope of bringing their personality into the mix while trying to not shock the existing system

⭐️ If you're a leader in a new position,

➡️ Start by knowing that every team and each member is unique. Do spend time getting to know your new team and be genuinely invested in each person

➡️ Remember that you may have been tagged as their manager, but you will have to work on becoming the leader that they trust and believe in. With some people, it will be easier to gain acceptance and for others, you will have to work intentionally to truly win them over. Keep trying. Actions speak louder than words and putting in the work consistently will eventually prove fruitful

➡️ Ask for help from your team when you need it, you are not expected to know it all just because you are a leader. The team will feel the collaborative partnership and often, the process of working through a problem together will help you form a stronger bond with them

➡️ Talk to a friend, peer or mentor if you are feeling overwhelmed. Gaining acceptance as a leader can be challenging sometimes but your peers may have a good knowledge of dealing with similar situations and may help you navigate through options to deal with it

➡️ Have empathy for your team members who are trying to adapt to the changes. Be graceful, open-minded and rooted in the fact that everyone is there to support each other at the end of the day!

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Love and Gratitude Always! ❤️