Thriving During Org Changes
If you work in a large corporation or tech then you know then you can relate to the saying that the only constant thing in life is change. Organizational change is widespread and it is important for you to not just adapt to survive but to treat it as an opportunity to thrive. In today’s post, I will dig into some strategies that can help you.

Organizational changes are more common than you would think. Reorgs are done to ensure companies are responding to the needs of the business. They are designed with the intention to unlock value through improved alignment, collaboration, and overall performance. However, not all reorgs are done well. Not all companies help with a smooth transition. This can have a negative impact on employee morale. One of the biggest factors that impacts team morale is because teams are disrupted. Team culture, dynamics, trust, and bonding with colleagues might be disrupted. However, it doesn’t have to be this way. There are small steps that individuals, managers, teams, and leaders can take to ensure a smooth transition. Let’s focus on what you can do as an individual or a leader.
How do I effectively transition to a new team and to a new manager?
I get it. Change is hard. Especially if the change is not something you were hoping for. Whether the change is good or not, it is better for your overall wellness to approach it with an open mind. Here are a few things to keep in mind when you move to a new team as a result of an org change.
👉 First and foremost, make sure you connect with your current manager to express appreciation for their support so far. Seek final feedback on opportunities for your improvement.
👉 Leverage your current manager to gain a better understanding of the change, the reason behind it, and how to best prepare for the change ahead.
👉 Stop any negative emotions however good your previous team was, and however bad you imagine your new team would be. Fighting an inevitable change won’t help you. Give the benefit of the doubt to your leaders who are making this change.
👉 Do not gossip or talk negatively about any change. This just shows your immaturity especially if you want to grow. Instead, spend some time understanding the thinking behind what the new org design will help the company achieve. Seek to understand the benefits of this change and align. Reflect on what you think won’t work with the change so that you can learn how to assess such situations in the future.
👉 Connect with your new manager. It is important to connect with your new manager. They might have different leadership styles, goals, etc.,. You can get a head start by learning from internal or external resources that share the leader’s leadership style, priorities, and strategies. But learning it directly from them would be helpful.
👉 Plan for your first 1:1 with your new manager. Structure your conversation effectively. It is natural to want to share all the good work you do but it is important to understand your new maanger’s learning objectives and support them. Find a balance between learning about your manager’s objectives and sharing about your work and strengths. Try and gauge what is most important for your new leader.
👉 Find time to share your career aspirations without demanding your next promotion or growth opportunity. If sharing your career aspirations is so important, ensure your previous manager does so as part of their transition plan. You should also set up a separate focused time to talk about your career aspirations with your manager and not make it part of your first 1:1.
👉 Connect with your new team. Take the time to connect with as many people on the new team individually as possible. Find ways you can support them. Remember you all are on the same team now. You are not here to compete but to support your team. Members of the new team might also be uncomfortable with the change. It will be just helpful for them if you take the time to break the ice
💥 Become an asset for your leaders’s success. Spend the time to onboard them, enable them with the data and context needed to succeed and continue to find all ways to help them succeed.
How can I be effective as a new leader?
As a new leader inheriting a team, it is natural to think that you were brought in to help fix things. While this might be true sometimes, it might not be the case. New leaders are often brought in because they are right for the next stage of growth for the team.
Here are a few things that would help you as you take on the leadership of a new team.
👉 First and foremost, You are not here to save the team. You are here to help the team on their next stop on their journey.
👉 You might be the right leader for what the team needs right now. It does not mean you are better than the previous leader. Try not to throw them under the bus because they built the foundation for your new home.
👉 Spend time understanding the context of the team, products, strategy, and business before making any decisions. Never walk in with a new strategy as it would be too superficial.
👉 Understand everything about how the team operates to identify strengths and gaps in systems and processes.
👉 Build relationships with the current team. They are the experts in the area. Help them understand that you are there to support them.
👉 Avoid making drastic changes to the team structure. Spend time understanding where you are and where you need to be before making any changes. Don’t start bringing in your own people without fully assessing the strengths of the current team and the gaps in skills that you would need for the next stage of success. It would only undermine the team.
👉 Avoid the lone savior mentality. Leverage your team to grow together and thrive.
👉 If possible, meet the previous leader. Try and understand the strengths of each and every person on the team.
In short, embrace change, seek to understand the change, adapt and thrive in it.
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