Published on Wednesday, Dec 26, 2007
Mr. Wonderful: There is this beloved manager – the golden boy of all his subordinates. He is warm, affable, smart and immensely popular. The boundless charisma alone leaves behind a lasting legacy.
Mr. Scapegoat: You are the one charged with the daunting task of taking over the reins from this iconic personality. A tall order indeed. After all, filling the shoes of a well-liked manager comes with more than its fair share of hiccups.
It’s almost a losing battle from the word go. A wall of resistance surfaces as the replacement rankles one and all. No matter what you do, it can never measure up to the predecessor’s lofty reverence. Any and every move is met with constant digs and rolling eyes. Even the oodles of vision and enthusiasm fizzle out when brutal comparisons litter your path at every turn.
So much so that at times, it makes you sorely regret taking up the job itself. As a long-suffering ‘replacement’ puts it, “It’s a bit of a poisoned chalice taking over from someone like Thomas as there’s only one way to go – down”.
Well, its time to quit feeling sorry for yourself and stop rueing the ‘impossible’ situation. There may be a host of challenges on your plate, but you have to step up to the task and face them head on. After all, taking over from a ‘God’ never was easy.
Winning over the brigade
Stepping in for a highly popular leader after he bows out can be a confidence-shaking and nerve-wrecking experience indeed. Here’s how to start off on the right foot:
Give them time – Irrespective of whether the much-acclaimed predecessor has resigned, been promoted or quit, employees will be in a state of shock and mourning. They need time to grieve and get over the loss, before they can even contemplate accepting, let alone transferring their loyalties to the successor. Be sensitive to their feelings and let them come to terms with the emotional situation.
Embrace the old order – Try not to resist or feel insecure of the old manager’s style and approach. Getting his imprimatur will give you an invincible seal of approval and credibility, thus easing the thorny path to a great extent. So, request your predecessor to introduce you around, give pertinent information and be accessible for clarifying doubts. Referring to his projects, techniques and successes will send across the right vibes too.
No need to ruffle feathers – Do not rush in with your own agenda and make changes left, right and centre. No matter how correct the methodology, it is a sure shot invitation for conflict. For instance, people may be used to a laid-back, supportive, spontaneous or personal approach. As such, even a slightly formal or planned line will rub them the wrong way.
Toe the line – Instead of asserting yourself early on, take the gradual approach and try to be more responsive and accommodating. Though it may cramp your abilities, adhere to the established rituals and techniques for a while. Concentrate on gathering sufficient information, learning the basics and rallying support around you. Instead of asserting yourself straight away, take the gradual approach. Admit that it is difficult taking over from such a popular figure and that things will change slowly. Confessing up the differences will help you win their respect as well as assistance.
Leave your own mark – Once you learn the ropes and settle in, it is not obligatory to mimic the predecessor’s methods. Evolve your own leadership style in due course. Introduce small changes and refinements in goals. Taking one step at a time with finesse, creativity and clear communication will slowly overcome the resistance paving the way for a successful relationship. Patiently working your way with self-confidence will help you to gradually carve a niche for yourself as a successful leader in your right.
Quintessentially, it has been rightly said, ‘It is easier to work in a god’s shadow than to follow in his footsteps’. The latter is truly a trial by fire on all counts.
Again, people are bound to have trouble in breaking the ties and transferring their loyalties to you. Your attitude and behaviour alone will spell the difference between a perpetually bumpy ride and a seamless leadership transition! And, it will be poetic justice indeed when down the line, your employees refuse to let go of your legacy.
Mr. Scapegoat: You are the one charged with the daunting task of taking over the reins from this iconic personality. A tall order indeed. After all, filling the shoes of a well-liked manager comes with more than its fair share of hiccups.
It’s almost a losing battle from the word go. A wall of resistance surfaces as the replacement rankles one and all. No matter what you do, it can never measure up to the predecessor’s lofty reverence. Any and every move is met with constant digs and rolling eyes. Even the oodles of vision and enthusiasm fizzle out when brutal comparisons litter your path at every turn.
So much so that at times, it makes you sorely regret taking up the job itself. As a long-suffering ‘replacement’ puts it, “It’s a bit of a poisoned chalice taking over from someone like Thomas as there’s only one way to go – down”.
Well, its time to quit feeling sorry for yourself and stop rueing the ‘impossible’ situation. There may be a host of challenges on your plate, but you have to step up to the task and face them head on. After all, taking over from a ‘God’ never was easy.
Winning over the brigade
Stepping in for a highly popular leader after he bows out can be a confidence-shaking and nerve-wrecking experience indeed. Here’s how to start off on the right foot:
Give them time – Irrespective of whether the much-acclaimed predecessor has resigned, been promoted or quit, employees will be in a state of shock and mourning. They need time to grieve and get over the loss, before they can even contemplate accepting, let alone transferring their loyalties to the successor. Be sensitive to their feelings and let them come to terms with the emotional situation.
Embrace the old order – Try not to resist or feel insecure of the old manager’s style and approach. Getting his imprimatur will give you an invincible seal of approval and credibility, thus easing the thorny path to a great extent. So, request your predecessor to introduce you around, give pertinent information and be accessible for clarifying doubts. Referring to his projects, techniques and successes will send across the right vibes too.
No need to ruffle feathers – Do not rush in with your own agenda and make changes left, right and centre. No matter how correct the methodology, it is a sure shot invitation for conflict. For instance, people may be used to a laid-back, supportive, spontaneous or personal approach. As such, even a slightly formal or planned line will rub them the wrong way.
Toe the line – Instead of asserting yourself early on, take the gradual approach and try to be more responsive and accommodating. Though it may cramp your abilities, adhere to the established rituals and techniques for a while. Concentrate on gathering sufficient information, learning the basics and rallying support around you. Instead of asserting yourself straight away, take the gradual approach. Admit that it is difficult taking over from such a popular figure and that things will change slowly. Confessing up the differences will help you win their respect as well as assistance.
Leave your own mark – Once you learn the ropes and settle in, it is not obligatory to mimic the predecessor’s methods. Evolve your own leadership style in due course. Introduce small changes and refinements in goals. Taking one step at a time with finesse, creativity and clear communication will slowly overcome the resistance paving the way for a successful relationship. Patiently working your way with self-confidence will help you to gradually carve a niche for yourself as a successful leader in your right.
Quintessentially, it has been rightly said, ‘It is easier to work in a god’s shadow than to follow in his footsteps’. The latter is truly a trial by fire on all counts.
Again, people are bound to have trouble in breaking the ties and transferring their loyalties to you. Your attitude and behaviour alone will spell the difference between a perpetually bumpy ride and a seamless leadership transition! And, it will be poetic justice indeed when down the line, your employees refuse to let go of your legacy.
PAYAL CHANANIA
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