In these edgy times, leaders are being asked to take on new job responsibilities at a record pace. Moving into a new position or a different organization can be both exciting and nerve-racking at the same time. After initial thoughts about what their future career paths might look like, leaders then start to ponder the reality of walking through some new doors. As they prepare to undertake the journey into unchartered territory, they ask themselves many questions:
- “What will be my real role and responsibilities?”
- “Will I have to continue doing things the way they have always been done?”
- “How will I be received in this new spot?”
- “Who will be there to support me?”
- “What skills or experiences do I need in order to hit the ground running?”
To find answers to those questions and better position themselves for success, leaders can use the following six strategies to nail their transition into a new role.
Acknowledge the need for a transition
Some leaders neglect the transition phase of a job or career change. They accept a new position and assume that they will simply step cleanly into that new role. But most leaders forget about the time “in between”—when they are still learning and have not yet fully pivoted. The transition functions as a purposeful and dedicated period for moving out of the old situation and moving into the new one.
Become an explorer
Any career change should include a time for discovery. It can be extremely helpful to put on an explorer’s cap and gain a clearer picture of what the new landscape looks like. For example, the new leader can examine the work environment’s physical layout, including its workspaces. Careful observation will help them discover what’s most important in a daily routine. And getting to know team members and understand their roles will help build connections with them.
Build a team of supporters
A leader needs a fan club as well as a council of trusted advisors. During the time of transition, a leader should reach out to colleagues, bosses, and friends who are willing to give them honest feedback and ask them difficult questions. This group of individuals will be a valuable resource and can offer helpful guidance and support to someone who is transitioning from one role to another.
Create a list of nonnegotiables
Leaders who are in touch with their feelings and have a good idea of how they want to lead will be ahead of the game. During the transition phase, a leader should create a list of what they need to be successful in the new position. They should determine what factors are important in working with the new team, how to be authentic in order to be a more vulnerable and trustworthy leader, and how they envision an impactful communication style. In short, they need to figure out what is nonnegotiable—and then make sure those desired criteria are met as they move forward.
Devise a meaningful and sustainable plan
The transition phase gives leaders time to design their plan of action and the steps they want to take. Once they are clear of their roles and responsibilities, they should map out their priorities by focusing on SMART (specific, measurable, attainable, relevant, and time bound) goals. At the same time, they should keep in mind the need to be flexible and nimble: it’s possible that those goals will need to be adjusted once they’ve been in the job for a while.
Document the transition
The transition period presents the perfect space to express gratitude for being offered this growth opportunity. Each new work situation empowers leaders to demonstrate their accountability and vision, and they can gain even more from the process by treating it as a true learning opportunity. For example, journaling can help someone get a better sense of the “big picture” by showing their progress from where they started to their current position.
Through these practices, leaders can make the most of their opportunities to assume new roles and new responsibilities. Taking the time to reflect on the transition—instead of just moving forward thoughtlessly into it—can set a leader up for success in their new position.