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Overview: The transition process is designed to enable new managers and their direct reports to exchange information and establish relationships early, and assist all concerned to understand their objectives as a work group. Further, it is designed to accelerate the process by which the new manager and his/her direct reports coordinate their efforts and develop effective business practices.

Although a transition meeting can be useful for any new manager and his/her direct reports, it is especially appropriate when:

• The incoming manager is unknown
• Breaks in organization continuity are unacceptable
• There is little time for sorting and identifying problems
• The incoming manager has a reputation
• The departing manager has a hard act to follow
• There are significant style differences between the departing manager and the new manager

Why should you attend: The introduction of a new manager can create "down-time" in productivity while he/she is learning the job. Add to this situation one where the new manager incorrectly assesses the situation and that manager can unknowingly get the organization moving in the wrong direction or make no progress at all.

From the time a change in managers is announced, a series of events typically occurs. For the departing manager, emphasis shifts away from relationships and toward tasks that must be performed before leaving. As a result, communication may be strained, important decisions made quickly or even delayed until the new manager assumes their position.

Employees may feel anxious about what will happen to them as well as to the department. In cases where employees are relieved to be rid of an unwanted boss, they may create unrealistic expectations of what the new manager will be like.

To facilitate the process by which a new manager coordinates his/her efforts and develops effective work practices quickly, a transition process can be held for the new manager. Such a process gives all parties an opportunity to clarify roles and responsibilities and get to know each other.

Areas Covered in the Session:

• Develop a greater understanding of each other’s expectations for building and maintaining effective working relationships
• Clarify individual roles and responsibilities for interfacing with each other in the work group
• Identify and discuss critical work group or departmental business issues
• Establish a common understanding and action plan for addressing identified work group issues and concerns

Who Will Benefit:

• CEOs
• Business Unit Leaders
• HR/OD Professionals
• Mid- to Senior Level Leaders
• Anyone interested in learning more about Talent Management and Succession Planning