Your boss has just notified you that they are leaving. All types of thoughts are running through your head and your not quite sure how you feel or what to do. This blog will walk you through the experience one might have going through such a change, how you navigate the "gossip mill", how to set yourself up for success and, most importantly, how to conduct an effective interview of your future leader.
Handling the politics
Often with leader transition, employees will speculate what was behind the change. It is important to stay out of this chatter as much as possible and speak in the most positive manner. When others bring negative commentary to the conversation, pivot and change track, What you say during this time will be brought to the new leader's attention and creating a negative first impression in this way will put you in a precarious position.
Prepping to interview candidates
More often, companies are including direct reports in the interview panels. Before the recruitment process for your new boss begins, ask to be included in the interview panel. Treat this just like any other interview and read the job description to understand what the job entails today and not what you experienced under the previous leader. The vision moving forward may have changed and the expectations for your new boss may be very different from what you had experienced. Take the opportunity to meet with others who may have worked closely with your former leader and ask them what they liked and what they hope to see in your new boss. These conversations are incredibly important. They not only provide valuable understanding of what is to come but also give insight into what the organization may be thinking for the future.
Prepare your questions.
Most organizations now have structured interviews where you are provided with a standard set of questions. However, there is still opportunity to ask your own questions during the time you give the candidate the opportunity to ask theirs. Remember to keep your line of questioning consistent for each candidate. Also, you may include some of your own questions when probing for more detail during the structured part of the interview.
Provide a positive experience
This aspect of the interview is incredibly important. People remember how you feel and your boss, at the end of the day, is just another person. Make sure you are engaged, show that you are actively listening, communicate clearly and sincerely. Be authentic in your presence and be empathetic of your candidate.
They are interviewing you as much as you are interviewing them
Be ready for questions about your role and understanding of your craft. They may invariable ask the "what would you start, stop and continue" question and you must be prepared to answer with clear and concise responses that are realistic and achievable.
Before they start
Get your ducks in a row. Know your job and be able to speak about your accomplishments, goals and impact. How are you measuring success? Can you pull up a report that accurately shows your work? Is your work product easily understood. Will the new leader be able to understand value in a very short time? Can you demonstrate your work upon request? Can others speak for the quality of your work?
Cement your relationships
The new leader will obviously try to get know you directly but their view of you will also be influenced by others in the organization. Meet with key partners to understand how they have benefitted from your work. Identify those who may not have seen the value of your contribution and find ways to make yourself visible to them. For those who may not be allies and have experienced less than desirable results from you, seek to understand. Meet with them and understand where you may have fallen short and work to identify a solution for them. When you present a plan of remediation they may be able to communicate that to your new leader.
Working under the new leader
Have an open mind. Don't overthink the intentions of your new boss. Most people feel threatened when there is a change of leadership but often times the new boss needs you as much as you need them. As long as you show value, you have champions in the organization advocating for you and your work product is easily understood by the new leader you should be fine.
No comments:
Post a Comment