Untangling the Web of New Roles & Responsibilities
The weekly staff meeting is up next (so states the latest Outlook notification). You click the meeting link and the usual cast of characters begins to pop into Teams. Videos activate one by one and you notice a few unfamiliar faces. Wait … HR is here? [hmmm]. Hey, there’s Joe from the software ops team. Wonder why he’s on here? Before you have a chance to DM him for the scoop, your Manager shares a PowerPoint title slide with the words “Reorg Plan” right above today’s date. O-M-G [and other 3 letter acronyms escape your lips]. Thank goodness you’re on mute. Given the participants on the call, this is a big one. You listen carefully, jot some notes and begin to piece it together. Your job responsibilities have undergone a rather dramatic overhaul. Your reporting lines up and down have changed too. I’VE BEEN LAYERED! [sigh]. This before and after reveal is more dramatic than Extreme Makeover: Office Edition. You’re worried about being set up for a bit of failure and a lot of flailing.
To ensure you land with your feet on the ground, you’ll need some specific words for the “after-the-meeting” meeting with your manager.
You've always been a champ at rolling with the punches, but this change is really throwing you for a loop. So, don’t sit idly by as though you are just an audience member in the theater of unpredictability. An equally CLM (career limiting move) is to say something to everyone BUT your Manager. Although it’s natural to "vent” in situations like this, be careful what you share and with whom. Consider this a career test. Do you have the maturity and skill to take in the information, find the right thinking partner to assess the impact to you and the work, and form productive questions for a conversation with your Manager? Saying nothing (or something to the wrong people) will send a message, but not one that builds your brand as a confident leader. This is a time to gather all the information available, identify impacts and risks, and design a productive, future-facing meeting with your Manager.
"I'm thinking of starting a 'Save Our Old Roles' campaign. Maybe we can get t-shirts made?" Funny, but a little snarky.
"I'm not comfortable with these changes, and am considering looking for another job." Your flight response has just kicked in, however, this is a knee-jerk reaction and may escalate the situation unnecessarily. Take time to understand what’s happening before you head to Indeed.com.
"I don't see the point of these changes. It's just going to make things worse." While honest, this response has the potential to undermine team morale and productivity.
Use silence until you can gather the facts and begin to see a future in this new organization. When you have your emotion more in control, ask questions and ensure that any comments you make with peers and direct reports align with the recent announcements. When speaking with your Manager, it is ok to push back or question but be thoughtful and productive. Eliminate judgement. Be balanced in pointing out the risks as well as the opportunities.
You can and should address the confusion and disruption caused by this rollout, but productively and professionally. “I admit, I am still processing the changes and could use more information and clarification. Can you walk me through your view of the benefits and potential risks of the new organization design?”
Once you’ve had a chance to digest the “Why” and big picture, ask more clarifying questions and express any concerns and ideas:
“Here’s what I understand about my new role…. Here’s how I see my day-to-day tasks changing… Am I thinking about it correctly? What would you add?”
“How would you recommend I start to learn my new responsibilities? What should I prioritize? I will then put together a 30-60-90 day plan and send you a copy of my initial thoughts.” [Lead your part of this change. Take responsibility and keep your leader informed. Control and impact what you can.]
“I’ve got some thoughts on how we can streamline my role even more. Would you be open to hearing my ideas?” [This is a great way to demonstrate support of the change to your leader.]
We believe in “A Leader In Every Chair”, so take the opportunity to step up and show your leadership chops during times of change. Be proactive, stay flexible, and offer your support where needed. Change has a way of nudging us out of our comfort zone, pushing us to explore new possibilities and tap into hidden potential. This is a time of opportunity. Sure, things might feel overwhelming, but toggling your mindset to a growth mode will push your career forward. Change is often the spark for something great.
“…people’s hesitation about or resistance to change often arises in part from their intuitive understanding that they may not yet have the skills or knowledge necessary to make the change.”
Erika Anderson, author, Change from the Inside Out; co-founder, Proteus International
“Your manager will appreciate your holistic perspective and company-first mentality. And by clarifying the different ways you can contribute, you make it easier for them to advocate on your behalf.”
Dina Denham Smith, founder, Cognitas Coaching & Consulting; contributor, HBR and Fast Company
“When you keep a cool head, it’s better for your own well-being, but it’s also better for your credibility. Employers value people who can stay in command of themselves and not lose themselves to panic or excessive emotion in the face of challenges.”
Tracy Brower, sociologist; author, The Secrets to Happiness at Work
Don’t stop now! Learn more from a few of our personal favs below:
Disclosure: The resources shared and listed by KKL & Co. are those that have been evaluated to be of high value to our leaders. We are proud affiliates for some of these resources, meaning if you click a link and make a purchase, we earn a nominal commission at no extra cost to you. Please don’t spend any money on these resources unless you believe they will help you become a better human.
