The Talent Initiative

Have you ever walked into a job knowing that the people you are about to Manage, applied for your job and rightly or wrongly thought they should get the job and they would be a better fit than you? It’s a tough situation to enter and it really tests out your inner voice of your “imposter syndrome”. I’ve seen some interesting approaches over the years, including one company taking a type of “thunderdome approach” and placing the new manager and the aspiring and unsuccessful want to be manager in the same office and watching almost chanting “2 men enter one man leave” (I added the chant for dramatic effect and am aware of the gender bias.. sorry)

Assuming a leadership role amidst a pool of internal and external candidates demands a strategic approach and adept interpersonal skills. In this blog, we’ll explore effective strategies for transitioning into leadership, regardless of origin, and how to address any interpersonal challenges that may arise.

Starting Off Strong:

1. Assess the Terrain: Prior to diving into your new role, conduct a comprehensive analysis of the company’s culture, team dynamics, and objectives. Understanding these factors will inform your approach and enhance your credibility from the outset.
2. Define Your Path: Articulate clear goals and objectives for your team or department. Communicate these objectives transparently to stakeholders, demonstrating your commitment to driving organizational success.
3. Forge Connections: Invest time in establishing rapport with team members. Demonstrate genuine interest in their perspectives, strengths, and aspirations. Building these relationships early fosters trust and facilitates effective collaboration.

Addressing Disappointment:

1. Acknowledge Concerns: Recognise any feelings of disappointment or discontent among team members who were not selected for the leadership role. Validate their emotions and assure them of your commitment to fostering a positive and inclusive work environment.
2. Transparent Communication: Clearly communicate the selection process and the rationale behind your appointment. Emphasise that decisions were made based on qualifications, alignment with organisational goals, and merit (and that you didn’t make the final decision).
3. Provide Support: Offer support and resources to individuals struggling to accept the outcome. Encourage open dialogue and provide opportunities for them to express their concerns. Assure them that avenues for growth and development remain available within the organization.

Setting Expectations:

1. Establish Clarity: Define roles, responsibilities, and performance expectations for team members. Clarity minimizes ambiguity and ensures alignment with organisational objectives.
2. Lead by Example: Demonstrate leadership qualities such as integrity, accountability, and adaptability. Your actions set the tone for the team and reinforce confidence in your leadership.
3. Promote Inclusivity: Foster a culture where diverse perspectives are valued and every team member feels empowered to contribute. Encourage collaboration and create an environment conducive to innovation and growth.

Conclusion: Assuming a leadership role amidst internal and external competition necessitates a nuanced approach that combines strategic foresight with empathetic leadership. By establishing a strong foundation, addressing concerns transparently, and fostering a culture of inclusivity, you can navigate the complexities of leadership transitions effectively, driving organisational success and fostering team cohesion.

You need to remember you are still there with a job to do. Do not let someone elses’ emotions derail what you are there to achieve.