Page 234 - Just Promoted A 12 Month Road Map for Success in Your New Leadership Role

From Resistance to Renewal 219

■ I am aware that some who have access to the resources that I need to be
successful are people whom I do not respect in terms of the quality of
their work and with whom I do not have a good relationship.
■ I was surprised to see the number of opportunities that I have to
increase my influence with others.

Next Steps
■ How would you describe the political impact of your new role? Who are
those who might be positively affected by you in your new role? Who
are those who might be negatively affected by you in your role? Who are
now or who may become allies, fence sitters, or resistors? Who might
even try to prevent your success? Are there others who may be affected
by your appointment? How can you align yourself so that others become
supporters, or at least neutral in their stance with you?
■ Is there a key individual in whom you can confide or who can aid you
during the early days? This person may be your boss, a confidant, a con-
sultant, an HR partner, or someone you trust in your new organization.
Many organizations have a wily veteran who has survived the comings
and goings of many leaders, who is wise in the politics and operations of
the organization, and who knows to keep information confidential. This
individual can be a source of great political help and support.
■ The type and timing of your oral and written communications will affect
the political winds. Whom can you trust to help you bounce around
ideas? Who can provide candid critiques? How should you best use his
or her talents?
■ For purposes of stability, what shouldn’t change during your transition
into your new role? People? Work assignments? Organizational struc-
tures? Certain aspects of the culture? Highly valued or potentially
volatile symbols?
■ Who are the organizational high influencers—that is, the opinion mold-
ers? How can you earn their support?

In this chapter we have looked at many issues relating to building your man-
agement team’s commitment and effecting positive change. In the next chap-
ter we examine ways to stabilize your organization after active periods of