The turnover at the top is to happen, but if a leader leaves amid controversy, the successor to a particularly delicate work. (Do you want to be the next VA secretary?) The number one priority for managers face a difficult new appearance: restore confidence.
It was a busy week for high volume sales at the top of large organizations.
Last week, the National Basketball Association has agreed to the Los Angeles Clippers for sale to the former head of Microsoft, Steve Ballmer, (end of the saga of Donald Sterling type ). Then on Monday, President Obama said Sloan Gibson as Acting Secretary of Veterans Affairs , General Eric Shinseki replacement came last week after revelations that the VA health care facilities had delayed care for veterans and covert.
Both Ballmer and Gibson now have the unenviable task of following in the footsteps of the leaders who are in the midst of a wave of controversy. So, how can they, or any new CEO to ensure a smooth transition?
"Both are faced with damage control, is a self-inflicted and the other is by the circumstances, but the steps are the same," said an executive coach Ann Ranson. "The first thing is to go out with people instantly. Be honest, transparent and fast. Expected to know all the right answers right away, but let them know that you are there and you are willing to roll up their sleeves and the work are. "
Collect the tendency of most executives in retirement information, and gradually make the appropriate response to a situation, Ranson said. If the new CEO remains out of sight, "the staff is a lot of stories about what happens happen and everything that reproduced the disease, mistrust, fear and lack of staff performance all the things that you do not want to do, . way just before hiring them immediately. "
Following the public presentation, suggested Ranson under a personal and get to know the staff approaches.
"There is much research being done in the power of connection and commitment to empathy. So for me the important thing is to try to work on a cultural level," he said. "You make a call at a time, either 15 minutes a day and see three people for five minutes or simply just stop in the halls and in the cabins of different peoples, simply touch the base. You can not have a value on that set. "
And while working with the staff, must the new CEO to develop a communication strategy, internal and external, is that how the organization will move under new leadership.
"Be honest, without oversharing," Ranson said. "Craft a message that indicates that you are a human," We are all together, we have to be a difficult situation ... I promise I'll be honest, I'll be the most accessible available, the more committed employees and trust and public will. "
This entry passed through the Full-Text RSS service - if this is your content and read on the website of another person, please read the FAQ at fivefilters.org / content / faq.php # publishers only.
Aucun commentaire:
Enregistrer un commentaire