New Leader Assimilation - A guide for new leader to lead a team

New leaders need to understand the team members in order to successfully leading the team. This document provide a quick guide for a session that facilitate the process

1. NEW LEADER ASSIMILATION

2. Agenda 2 Session 1 Time Actions Participants 5 mins Ground Rules Facilitator 10 mins Process Overview Facilitator 10 mins Opening Remarks New Leader/Team 60 mins Brainstorm Responses to Questions and Participate in the Session Team/Facilitator 30 mins Review Responses Facilitator/Team 5 mins Closing Comments/Wrap-Up/Next Steps Facilitator Debrief 45 mins Break for the Team; Facilitator Debriefs with New Leader

3. Loading... Agenda Session 2 Time Actions Participants 5 mins Regroup the team Facilitator 20 mins Opening Remarks New Leader 60 mins Responses and Dialogue New Leader/ Team/Facilitator 30 mins Review Actions and Outcomes New Leader/ Team/Facilitator 15 mins Closing/Wrap-Up/Next Steps New Leader/ Facilitator/Team 3

4. NLA Objectives Shortens the time required for a new leader and the team to align. Provides the framework to promote effective two- way communication. Sets an environment in which expectations and challenges can be addressed openly. Allows all participants to have a voice. Reduces the uncertainty and ambiguity that generally accompanies transitions. 4

5. Loading... Typical Challenges Facing a New Leader Quickly acquiring the required knowledge for the new position. Building networks with direct reports, peers, supervisors, and stakeholders. Establishing new working relationships. Building early momentum and credibility. Juggling organizational and personal transition challenges. Managing leader expectations for self and others. Maintaining personal equilibrium. 5

6. Meeting Essentials 6 Ground Rules Information generated during this meeting is confidential , except where there is agreement by everyone that sharing of this information with specified individual(s) or group(s) is appropriate. This is a safe environment. All perspectives are valid. Listen to understand. Focus is candid and constructive.

7. Meeting Essentials 7 • • • Session 1 All statements or questions are recorded, even if there is no consensus. Facilitator will read back all comments and questions recorded to ensure accuracy and clarity of what will go to the new leader. Session 2 This is not a problem-solving session. The new leader may have some answers but most issues will be acknowledged for further action. Reminder: the output of Session 1 (responses, comments, questions) do not indicate consensus within the team. At times, the new leader may need clarification. Because this could mean a loss of anonymity for the team member, if the request for clarification does not receive a response, the new leader should move on to the next item.

8. For Discussion Slide to be deleted before presenting 8 Facilitator: Please refer to the list of sample questions in the facilitator guide to select questions with the leader, then record those here. Two samples follow, one for more junior leaders and another for more senior leaders. You are welcome to use these samples or tailor according to the needs of the leader and the team.

9. For Discussion 9 Sample One: Slide to be revised or deleted before PRESENTING What do you already know about (name)? What would you like to know about (name)? What concerns do you have about the your work or the team with a new leader? What do you most want from (name) as your new leader? What does (name) need to know about the team? What are the major challenges facing this group in the coming year?

10. For Discussion 10 Sample Two: Slide to be revised or deleted before PRESENTING As the new leader, what do you think would be helpful for (name) to understand about the context, environment, people, and function? What would be helpful for you to hear from (name), coming into the new role? What concerns, if any, would you like to share with (name)? What suggestions do you have? What about the way this current team has worked do you want to maintain? To change? What unmet needs or opportunities do you see for this team? What are the 1- 2 business priorities or projects that you would like supported?

11. Question 1 11 Add summary of themes from the team’s responses.

12. Question 2 12

13. Question 3 13

14. Question 4 14

15. Question 5 15

16. Question 6 16

17. Session Action Plan 17