How to navigate changes arising from change in top leadership

“There is nothing more difficult to take in hand, more perilous to conduct, or more uncertain in its success, than to take the lead in the introduction of a new order of things.”

— Niccolo Machiavelli

Massive lay-offs. Organizational restructuring. Top leadership changes.

These are becoming more and more common in recent times and while adaptability is key for leaders to tide over these changes, is it the only thing?

In this writeup, I look at changes from the lens of a leader, and how leaders can potentially navigate and lead themselves through organizational restructuring or top leadership and management changes.

Let’s consider a scenario:

An organization has just undergone a restructure leading to someone from within being promoted into the CEO’s position who has a different agenda and priorities. One of the newly appointed CEO’s peer is my coaching client, who I have been working with for a while. My client has given it some thought and would like to explore how to manage this change.

Leader: With the change in leadership, the strategic focus is quite different, and I want to be proactive in offering to take on new responsibilities aligned to the new direction. 

Coach: I see you’ve done some thinking and I do notice a shift here in how wonderfully you are embracing change with great positivity and high calmness.

Leader: (nodding and smiling) Yes. I suppose that is something that has changed about me.

Coach: Yes and that’s truly commendable of you. I’m curious though - this new direction - isn’t it something quite different to what you like doing and where your future aspirations lie?

Leader: Well yes. But isn’t it how it should be? Plus, I like where I am working. I like my colleagues, and my team. And shouldn’t I be adapting to changes and align with new leadership and their direction?

Their priorities are different and my work will lose priority which it has received thus far, from my previous leader. And, I know my colleague, I know how they think and how they have always seen my work - non value adding. It is better. I should be proactive and I should stay ahead of changing times.

(silence)

Coach: Being proactive is a great thing. Though I heard a lot of shoulds in there (pause). I’m curious about what do you really think and feel about this situation?

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If it were you, how would you think about a change in leadership?

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Change is inevitable and adaptability is key. 

But often we start jumping into solutions without stepping back or processing the situation or how we are feeling or what changes for us as the environment or situation around us changes.

And yes, it is also often the case of falling in line rather than falling out if it. But falling in line for the sake of it is not adaptability and neither is it wisdom.

So what can one do when leadership changes bring changes that impact you?

First and foremost take a step back and understand what is changing and what is really changing for you.

• Is it your role and expectations? or

• Is it the leadership style? or

• Is it the business priority or direction?

Then explore how the change will be impacting you?

If it is your role that will be changing, reflect on -

1. What part of your role is changing or expected to change - core work, team, responsibilities, direction?

2. What impact this change is going to have on you and how you work?

3. How this change will change the ratio of what you like v/s what you do not like doing?

4. Is the change in your role or certain part of it set in stone or is it a temporary adjustment as part of a long-term strategic shift?

5. What part of what you know has been clearly communicated to you and what part are you making assumptions about?

Helpful perspective: An overhaul could also be an opportunity for shifting gears and taking the lead for you to share how you’d like to contribute and what that contribution would mean for the leader and the business.

If it is the leadership style of your new leader that will be the biggest change, reflect on -

1. What specific changes are you observing about your leader’s leadership style?

2. What is the impact of the new leadership style on your job satisfaction and motivation?

3. Will the new leadership style bring out the best in you or pushes you to shut down?

4. Can I adapt to the new leadership style or is it fundamentally incompatible with my values and work style?

   • If so, are there any areas of adjustment that can help bridge the gap between the new leadership style and my values?

5. How does the new leadership style change or affect the team’s dynamics, engagement, and performance?

Helpful perspective: Leadership changes are not always bad. Give it time and work with your new leader to align and co-design what an impactful working relationship looks like for you, the leaders, and the organization.

If the business priority and direction has changed or expected to change -

1. What are the specific changes in the business’s priorities and direction?

2. Does the new direction align with my values and professional goals?

   • Can I adapt to the new business priorities, or do they fundamentally clash with my values and career aspirations?

3. Are the changes temporary adjustments or part of a long-term strategic shift?

4. What are the potential risks and benefits of either embracing the changes or seeking alternative career paths?

5. Can I seek inputs from colleagues and peers to understand their perspectives on how they see these changes?

Helpful perspective: When business priorities or direction change, it is critical to evaluate whether it aligns with your professional aspiration and values. This will help you respond better to shifts while considering its impact on you.

“Sure, you can skip strategy and just wing it. But remember, even ducks have a plan when they take flight.”

Melissa Ambers

Adaptability is key, but adaptability shouldn’t be induced by underlying fears but by the wisdom of evaluating -

• what’s best and what’s right for you,

• what adaptability means for you in the long and short run,

• where is the adaptability coming from - are you seeing things differently and hold a different viewpoint now or just changing outwardly,

• with you wanting to adapt, are you in conflict with any of your core values, 

• are you making a resonant choice when adapting or if not resonant, at least a conscious one.

Coaching is an impactful way of peeling the layers (just like the onion) to get down to the real core of anything - issues, challenges, aspirations. It’s underneath the surface lies the real blockers and drivers.

Changing from within leads to the change you want to see.

If you are undergoing organizational restructure, and you feel uncertainty around how you should be looking at it, #coachyourself through with the series of questions provided in this writeup.

Need a trusted partner to delayer, act as a sounding board, or brainstorm?

Connect with me or schedule a one-off coaching session here.

Preeti Kurani, CPCC, PCC
Head Executive Coach

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