Bobbie LaPorte’s new video series, “It’s Race Day,” provides practical tips for leaders to close the gap between thinking and doing. In her January 31 video, Bobbie addresses one of the biggest changes that can affect any leader: Getting a new boss. Though you may feel upset by an unexpected change, this is actually an opportunity for you to take action and showcase your team’s contribution to the company.
Transcript of “It’s Race Day: Use a Possibilities Viewpoint When You Get a New Boss”
Hi everyone, Bobbie LaPorte here again with my weekly leadership tip for 2023 called “It’s Race Day,” where I help you close the gap between thinking and doing. There’s a time to train and a time to race.
So, I’m sure I don’t have to remind you about how challenging the last three years have been – across all the domains of our lives. And the change and uncertainty are going to continue – at both the macro-environmental level and on the ground in your company.
We are reminded of this almost every day as more and more companies cut costs and people. As leaders, we may believe that by now we are change-hearty, but often we are not.
One of the changes that can rock any experienced leader is unexpectedly getting a new boss. What do you do if the person you report to suddenly changes? Maybe you weren’t the biggest fan of this person, or maybe you had built a solid relationship with him – he was a big supporter of yours, actively advocating for you and your team.
Now you are back to square one, alone on the island. So, what’s your next move? Do you hesitate, not sure how to approach your new boss? Try to stay off the radar until he approaches you?
Think that if you just wait awhile, he will settle in, and things will somehow return to some form of what they were like before?
You can’t blame PTSD on this type of reaction; you know better. When this happens, you need to act and develop a plan to take advantage of this change. Consider – how would you define your team’s value contribution to the organization? What are you and your team working on that he should know about; what insights can you share about the leadership team and other internal relationships that will be critical to his agenda?
This is the perfect time to close the gap between thinking and doing.
Let me share a relevant, personal story from my Ironman experience. Our training program ramping up to race day is 9+months long…plenty of time to build the physical and mental mindset to prepare for Race Day. We prepare for most contingencies, but you never know what might happen.
In one of my races, they changed the route for the run the morning of the race. My first reaction was one of panic: I don’t like surprises that can throw off my plan. I knew the course, had planned for how I would manage myself on it, had actually trained ON it. Now all that planning was thrown out the window. It’s still the same distance..the unknown can be scary, paralyzing.
But it was RACE DAY. I had not choice but to rely on my training, my self-confidence, the resilience I had built up over the course of the last 9+ months, through all the surprises and detours along the way.
Here was an opportunity for me to put all my preparation, self-knowledge and skills into play. To just go for it, looking at this from a “let’s see what is possible” viewpoint.
With a new boss, you need to do the same. There’s a time to train and a time to race. Remember – it’s Race Day.
Related posts you might like:
GETTING OFF TO A GOOD START WITH A NEW BOSS
LEADING THROUGH THE CONTINUOUS CURVEBALLS OF CORPORATE REORGS
CONFIDENCE KILLERS AND HIGH CEO TURNOVER