Changing of the Guard
New leadership for any organization can be a tumultuous time. Staff feel uneasy and the uncertainty can get the best of them. Change is hard.
Build trust. The first months are not the time to start tons of new initiatives and shake things up. The first months (or even first year) is time for…listening, building trust, and developing your vision. Understanding the organization in the context of the new leadership role is critical. Even if this leader was promoted, they do not know the organization as a person in their new role at this moment.
It takes time. There are so many priorities and moving pieces in large organizations (okay small organizations too) that finding time to meet with all staff on an individual basis seems impossible. And really - it is - if the plan is to meet with everyone during the first week/month. Building relationships is a marathon and not a race and is continuous with each new hire. What’s more, expecting staff to come to you is unreasonable. Staff need leadership to go to them where they are.
Be transparent. Err on the side of giving too much information. Still planning and don’t have decisions? Tell staff what you are planning and give tentative timelines. Staff are smart and understand that most personnel and reorganization issues are off limits but whatever you can share with staff, share!