When you are new in a leadership position, you are replacing your predecessor, for better or worse. In either case, don’t get snared in the trap of trying to fill someone else’s shoes. If you expect your team to follow your lead, they should see YOUR footprints, not just a continuation of the past. This does not mean a wholesale change of style or approach. But it does mean that the team will expect to see your own imprint on the organization. This is where having looked at form and function will be helpful. If you understand the mission and vision of the organization, and you see why it works the way it does, you can implement change without devaluing the status quo. Working from what already exists provides stability and reassurance to your team. This in turn gives you a better line of sight into the organization, to help you determine the direction in which the footprints need to move.
It is good (and humbling) to remember that the organization existed before you took your position. Especially if you are new to an organization, many processes and procedures may strike you as strange, or even wrong. More likely, they are just different. Mastering and understanding these differences is key to your success. If change is needed, you should approach it thoughtfully and with an understanding of the organizational context. You will find that some people will prefer the old shoes. There will inevitably be resistance to a change in leadership. Don’t take it personally. Old friendships, alliances and loyalties need to be worked through, and it will take time. During the transition period, some of your colleagues will likely be difficult to deal with. Remember that it doesn’t cost you anything to be gracious to these people, even if they don’t always merit it. It is often the case that those unhappy with the change either will work through it and be fine, or will opt out. In either case, if you have taken the high road you will have at least avoided having made enemies, and quite possibly gained allies.
