Step one – find someone with a proven track record working with new leaders, and understands the nuances of the role.
Often I am called into coach struggling leaders. Helpful? Absolutely. A better time to call a coach? Absolutely – right when they are promoted/hired! This is when a leader can best plan their vision and find their leadership voice.
Step two – meet with the team well before a new leader starts. Give them time to process and discuss this change with you and each other. (Do not walk into a team meeting and announce a new leader on their first day). Same applies for internal promotions.
Do not assume familiarity will make the transition smooth. You still need to gather all their questions and concerns beforehand. They become talking points when you meet with the new leader. Step three – meet with the new leader.
These meetings are non-negotiable and never missed. Call it micromanagement if you want – I call it what it is – management.
You must lead your leaders! It is an honor to be able to pour knowledge and expertise into a new leader. Please treat it as such to make sure you are doing all you can to set your new leader up for success.
