You have an excellent rapport and comfortable working relationship with your boss. You know him like the back of your palm - right from what makes him tick to how to dodge the landmines! Lo and behold, one morning the rug is pulled from under your feet (he is promoted/transferred/fired or chooses to resign), and there's a brand new manager to fill his shoes.
Nerve-racking stress and frustration becomes an understatement when there is a new hand at the helm and a new body in the boss' seat. Insecure with the comfort zone gone, you shudder at the very thought of going through the whole `finding your feet' rigmarole. Defensiveness sets in along with the fear that he will shatter your `safe' position and schedule.
However, like it or not, you have to work under the new manager. So, will it not be worthwhile to salvage the situation by starting off on the right foot. Here's how you can make a smooth transition:
Roll with the punches
Predictability is non-existent in the corporate scenario; do not delude yourself that things will always be the same. Change is always on the anvil with a constant reshaping of roles. As the arrival of a new manager heralds massive adjustments, adopt a professional and flexible stance. Perceive the change as a challenge rather than an obstacle. Prepare to adjust, so that you can carry on without major glitches.
Get ahead of the game
Find out the new manager's work style, temperament, personality and idiosyncrasies and you will soon gain an edge over others. As a career services manager advices, "If there is any way you can find out information upfront, do it. Maybe someone in another part of the company or someone else who has worked for that manager can help".
Break the ice
Take the initiative to reach out to the new boss early on and establish a constructive point of contact. Proactively schedule a meeting to congratulate him and welcome him on board. Introduce yourself and amiably discuss expectations, goals, strategies and mode of functioning like work hours, responsibilities, frequency of updates, level of autonomy, or management changes. Initiating open and honest communication will give you an inkling about his disposition, propensity, priorities and weaknesses. Ally with him and show that you are interested in adding value.
A clean slate
The new manager is bound to be different, do not kid yourself that he will be a facsimile of the former boss. Instead of doggedly hanging on to the past and making life difficult for him, put the loss behind you. Exercise discretion and avoid harking back with constant comparisons in the vein of, `He didn't do it like this... .' Overcome your strong allegiance to the old boss and prepare for the necessary psychological adjustment to the new order of things. As career consultant and author Andrea Kay says, `You have to make a mind shift to prepare yourself to say, "This is a new person"'.
Patience pays
Do not expect an instantaneous rapport and try to get chummy straight away.
Take the time to build a harmonious relationship and bide out the adjustment period as you get to know each other. Try to bridge the discrepancies and realign your priorities with a positive perspective to forge a strong link.
In the same boat
Remember that the new state of affairs would be discomfiting for the boss too and he needs to acclimatise as well. Empathise with his situation without sounding derogatory.
Try to anticipate his needs and offer friendly assistance in explaining the intricate workings without sounding like a know-it-all. However, do not `enlighten' him about practices, processes, norms and other minutiae unless expressly solicited.
Know who's boss
The new manager may either be a new recruit or one promoted up from the ranks.
The fact that he is an ex-colleague doesn't give you the right to take liberties or express resentment over the `missed' promotion. Likewise, even if he is a new kid on the block, you cannot ride roughshod over his ideas and techniques, undercut his decisions or question his competence.
Deprecating comments like, `This will not work', `The approach is totally wrong' or `We have tried this before' are utterly unacceptable. Learn to accept the status quo and respect him for his position.
Be supportive and enthusiastic, yet compliant. Talk out issues reasonably and clarify roles without challenging his authority.
All said and done, bat from a position of trust and co-operatively endeavour to iron out the differences, and you will soon find yourself enjoying the same camaraderie as you did with his predecessor!
PAYAL AGARWAL
Nerve-racking stress and frustration becomes an understatement when there is a new hand at the helm and a new body in the boss' seat. Insecure with the comfort zone gone, you shudder at the very thought of going through the whole `finding your feet' rigmarole. Defensiveness sets in along with the fear that he will shatter your `safe' position and schedule.
However, like it or not, you have to work under the new manager. So, will it not be worthwhile to salvage the situation by starting off on the right foot. Here's how you can make a smooth transition:
Roll with the punches
Predictability is non-existent in the corporate scenario; do not delude yourself that things will always be the same. Change is always on the anvil with a constant reshaping of roles. As the arrival of a new manager heralds massive adjustments, adopt a professional and flexible stance. Perceive the change as a challenge rather than an obstacle. Prepare to adjust, so that you can carry on without major glitches.
Get ahead of the game
Find out the new manager's work style, temperament, personality and idiosyncrasies and you will soon gain an edge over others. As a career services manager advices, "If there is any way you can find out information upfront, do it. Maybe someone in another part of the company or someone else who has worked for that manager can help".
Break the ice
Take the initiative to reach out to the new boss early on and establish a constructive point of contact. Proactively schedule a meeting to congratulate him and welcome him on board. Introduce yourself and amiably discuss expectations, goals, strategies and mode of functioning like work hours, responsibilities, frequency of updates, level of autonomy, or management changes. Initiating open and honest communication will give you an inkling about his disposition, propensity, priorities and weaknesses. Ally with him and show that you are interested in adding value.
A clean slate
The new manager is bound to be different, do not kid yourself that he will be a facsimile of the former boss. Instead of doggedly hanging on to the past and making life difficult for him, put the loss behind you. Exercise discretion and avoid harking back with constant comparisons in the vein of, `He didn't do it like this... .' Overcome your strong allegiance to the old boss and prepare for the necessary psychological adjustment to the new order of things. As career consultant and author Andrea Kay says, `You have to make a mind shift to prepare yourself to say, "This is a new person"'.
Patience pays
Do not expect an instantaneous rapport and try to get chummy straight away.
Take the time to build a harmonious relationship and bide out the adjustment period as you get to know each other. Try to bridge the discrepancies and realign your priorities with a positive perspective to forge a strong link.
In the same boat
Remember that the new state of affairs would be discomfiting for the boss too and he needs to acclimatise as well. Empathise with his situation without sounding derogatory.
Try to anticipate his needs and offer friendly assistance in explaining the intricate workings without sounding like a know-it-all. However, do not `enlighten' him about practices, processes, norms and other minutiae unless expressly solicited.
Know who's boss
The new manager may either be a new recruit or one promoted up from the ranks.
The fact that he is an ex-colleague doesn't give you the right to take liberties or express resentment over the `missed' promotion. Likewise, even if he is a new kid on the block, you cannot ride roughshod over his ideas and techniques, undercut his decisions or question his competence.
Deprecating comments like, `This will not work', `The approach is totally wrong' or `We have tried this before' are utterly unacceptable. Learn to accept the status quo and respect him for his position.
Be supportive and enthusiastic, yet compliant. Talk out issues reasonably and clarify roles without challenging his authority.
All said and done, bat from a position of trust and co-operatively endeavour to iron out the differences, and you will soon find yourself enjoying the same camaraderie as you did with his predecessor!
PAYAL AGARWAL
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