Page 51 - Just Promoted A 12 Month Road Map for Success in Your New Leadership Role

36 Just Promoted!

Step 10 The leader writes a letter, which will be the cover page for
the meeting notes, in which he comments on the highlights of the
assimilation meeting and thanks the participants for their help. The
leader then distributes the letter and the meeting notes to the process
participants.

Conclusion
The New Leader and Team Assimilation Process is Stage I of your develop-
ment and assimilation with the team. Stage II is periodic follow-up sessions
with you and your staff on the action items. As the leader, you want to solicit
feedback on your commitments and provide feedback to the staff on their
action items. Stage III is the New Leader and Team Assimilation Follow-
Up Process that is usually conducted six to nine months after the new leader’s
promotion. A suite of additional resources for professionals who plan to
facilitate the New Leader and Team Assessment Process can be found at
www.mhprofessional.com/justpromoted.

Exiting Gracefully
Wrapping up unfinished business with your old responsibilities is an impor-
tant part of the transition process. If you are an external candidate, your pre-
vious position can continue to be a source of friendships, connections,
information, and possible employees. If you are an internal candidate, mem-
bers of your former department or team can extend your personal influence
within the organization. They can provide friendship, information, assistance,
recommendations, and referrals to help with staffing. If you have built strong,
credible, and positive relationships in your former function, it is likely that
they will communicate a positive “buzz” about you.
A very classy transition was managed by the outgoing vice president in an
operations area in a public utility. She met with her successor to share her per-
spective of what the staff had accomplished, each person’s strengths and areas
for development, and the goals that had been previously set. She introduced
her successor and let the group know that he brought considerable experience
to his new role. She reviewed the past achievements of the team, praised her
successor’s qualifications, and sketched out a bright future for the organiza-
tion. She indicated that she would continue to cooperate with her successor
and help as needed.