Sustaining Performance through a flux in Leadership
July 1,2020 at 5:10AM UTC
With change in leadership, the team has renewed focus to prove their worth and a brand new direction to follow. When there is a constant flux in leadership how does one stay focused on making positive contributions ?
When there is a new boss every year or every six months, how does a team ensure the culture is preserved and we take a stride forward in the actions taken in the past?
As we see the world change today people's interest to stay and sustain is reducing and talent is keen to move forward every 12-18 months. While that is a good practice at the entry level... It is important for organizations to be careful with talent movements especially at a functional lead level. Too many changes can probably do more harm than good for the talent as well as the team. So how do we ensure team members sustain motivation levels and contribute when they see a flux in leadership team level especially during critical times like these?
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Hi all - ok this is a first.
The new boss, promoted from within, and I are a bad fit, to put it mildly. I put in my two weeks’ notice, and she replied that I could leave tomorrow.
Here’s the twist: I WANT to stay for two weeks, to put files in order, to coordinate with co-workers the processes for future events, and to finish setting up a Dropbox account for my department. Most of all, I work in a retirement community, and want to ease these beloved residents into the knowledge that their trusted friend is leaving them in good hands. They just lost the last ED without notice and took it badly.
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Still, I have a good plan for leaving, and as you can tell from the above description of her, any discussion is going to go badly.
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