Much has been written on leadership changes in the workplace, yet much of this is directed towards the private sector. There is a new upper-level management team for the NYC municipal government. Naturally, one is concerned about job security during a time of musical chairs.
Below are ideas to help you navigate the transition.
What TO DO
- Listen and observe the landscape.
- Do not make assumptions.
- Welcome people to your organization.
- Keep yourself open-minded and show you’re open to what is best for your organization.
- Be genuine and transparent. Leadership team is looking to see who is “on board.”
- Remember that you are in a problem-solving business, so change is inherent.
- Lead by Example – others are watching your response, too.
What NOT TO DO
- Showing defiance and critiquing the ability and knowledge of new leadership.
- Being one of the unshakeable “Old Guards.”
- Protesting or gossiping.
- Zealously defending plans/programs or make assumptions about new rollouts.
- Don’t be a creature of habit.
Your management style defines your team. Some managers focus on efficiency and productivity while some managers nurture a team and take risks. Reflect on your own management style and consider what you appreciated most/least in your supervisors during the course of your own career.
Keep in mind that you are in a stressful, competitive workplace. Tensions may mount and the impact of change will resonate in the organization. Your goal is to be a team player and succeed – because it may be an opportunity for you and your career as well.