When a new boss comes to town, you need to make the right impression quickly. Here is some executive coaching on 5 things you need to do to make the sure you are well respected…
You never get a second chance to make a first impression, and starting things out on the right foot with a new boss is absolutely critical.
In this article, I’m going to talk about 5 things you need to do to impress the new boss that has been brought in to lead your team.
The first thing you need to recognize is that you will have to prove yourself to a new boss rather than coast on your past accomplishments. In other words, be prepared to work.
Hard work now will pay dividends later once you have earned the trust of the new boss. The most successful leaders frequently gain a reputation for being tough but fair, and they usually earn that reputation right off the bat.
So, what should you do to prepare?
#1 Have your team’s stats ready
If you manage a team, you need to have the relevant performance statistics of your team at the ready. Different teams have different metrics depending on the function/industry, but you can be assured that your new boss will ask you for KPIs (Key Performance Indicators).
What if you don’t have KPIs? Think of some. You want to try and identify the metrics that show that your group is contributing, and more importantly adding value.
The quality of your KPIs is an indicator of how well you manage your team.
Obvious examples of KPIs are things like revenues, number of clients, clients added & lost, performance to budget, etc.
Once you have the KPIs, memorize the high level numbers. You are likely to get asked certain questions off the bat, and having numbers off the top of your head shows that you have a strong command over what is going on.
#2 Prepare a high level/strategic report in advance
While you may not be asked for this explicitly, I have often found it extremely helpful to prepare a 4-6 slide strategic overview of my teams when a new boss takes over.
Depending on the size of the organization your new boss is handling, it is likely that she is drinking from a fire hose. In other words, the odds of her remembering all the things you and your peers have to say are few.
By creating a brief document, you can ensure that your new boss has the key issues for your team(s) readily available and front of mind.
Here are some things to consider for inclusion:
- The size of the team
- The number of clients/accounts/departments they support
- 1-2 relevant historical performance slides (i.e. KPIs over time)
- A timeline of major events/milestones that are upcoming
- Any major strategic issues/concerns for the future
The last item above can be particularly important in that it gives you an opportunity to put the bad news (a.k.a. challenges) on the table from day one. Nothing upsets bosses like surprises; taking this approach puts you in control of the agenda from day one.
#3 Accept responsibility
When you join a new organization as a leader, one of the fastest ways to assess the talent of your team is to listen for excuses. Consider two hypothetical answers to the following question, proposed to the leader of a client relationship management group:
“Why was client attrition higher than expected?”
Answer #1:
“Well, client attrition was high because there is less demand for the services we offer from an industry perspective. Also, we have fewer staff than we use to, so clients aren’t as happy, and there have been some operational issues as well.”
Vs.
Answer #2:
“We are feeling some pressure on demand from an industry perspective and there have been a few operational issues as well, but I don’t think we’ve reacted as well as we could have to the situation we have been presented. We have tried a few solutions but I think we need to be a bit more creative.”
The difference between the two: the degree of accountability. Or to use the psychological term, the locus of control.
Answer #1 shows a leader who believes he is a victim to all the things going on around him, in other words, he has an external locus of control. The solution to the problem lies outside the individual.
The person who provided Answer #2 identifies the same external issues as the first person but quickly switches the conversation to the team’s ability to influence the outcome. The locus of control is internal.
When the new boss shows up, you want to be 100% sure you provide an answer that shows you take responsibility and can influence your environment (i.e. internal locus of control).
Think about it this way: if your new boss has a problem and you can’t help her find the solution because it is the fault of everything going on around you, why does she need you on her team?
#4 Identify where you need their help
One of the most effective things you can do with a new boss is establish where you need their help. There are probably 3-5 areas where your boss could make a difference for you right away.
Depending on your role, the way your boss might help may include clarifying objectives, influencing his/her peers or helping boost team morale. Whatever it is, the idea is to make these requests early so that you get started on the right foot.
#5 Ask how you can be most helpful
This is so obvious I almost didn’t include it, but be sure and ask how you can be most helpful. Be the person that is available to make sure you new boss has an easy transition and you will benefit from a relationship started on the right terms.
When a new boss comes into your organization, it can be easy to get stressed about the amount of change going on. Use these tips to help set things off on the right foot.