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Transitioning Leadership

Transitioning Leadership

With the results of the recent American election, the transition of leadership appears to be on many individual’s minds and with it a bevy of emotions ranging from fear through to hope, internationally.

On another level, many of us throughout our careers have experienced a highly valued leader departing an organisation with mixed thoughts and feelings on what the oncoming leader may bring to our workplace and what this could mean for us as individuals.

Given what we are seeing playing out in international politics and based on previous experiences, what can we as individuals and organisations do, to foster the successful transition of leadership?

Successful transition of leadership appears to be based on:

  • Planning the transition
  • Positive, concise and continued communication about the transition – communication is vital in explaining the handover of leadership, what this will mean for a business and how its workforce will be supported throughout this change over
  • Recognising the work of the previous leader and building on this
  • The incoming leader being aware that not everyone is an early adopter of change and identifying those who are early adopters
  • The incoming leader recognising the need to work together to mobilise those individuals whom may not be initial supporters by recognising and guiding them through the grief cycle i.e. moving individuals the stages of disbelief to acceptance, hope and commitment
  • Celebrating early wins and
  • Continuing to communicate across all levels of the workforce

For further information on transitioning leadership, please contact Eva & her team at Nurture HR Consulting.

Managing Change

Managing Change

Change is essential in maintaining the success of a business and individual, however not everyone is receptive to change. This is due to a number of factors, including life experience and whether change has been a positive or negative experience in the past.

Managing change effectively can result in a business initiative being implemented successfully and embraced by the workforce, versus having an initiative fail to take off or worse be derailed!

Tips on managing change effectively include:

  • communicating as soon as practicable to all impacted regarding the proposed change,
  • communicating via a variety of channels to increase your impact – everyone processes information in different ways, hence utilising different communication channels assists this, for example: emails, face to face, individual catch ups, social media, team meetings, and video clips,
  • tailoring your message to your audience – think of who the audience is and how they best receive information,
  • asking for feedback and input – people whom have the opportunity to input into an initiative are more likely to actively support the change,
  • seeking early adopters, these are individuals whom are most likely to support new ideas, they are typically supportive of new and improved ways of doing things hence by engaging them early on in the change cycle they are more likely to increase your ability to bring others along side them creating further support for the new change,
  • addressing concerns early on and
  • transparency –  be open about the end goal in what you are aiming to achieve by introducing the changed way of working etc.

For further information and advice on how to manage change effectively, please contact eva@nurturehrconsulting.com.au

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