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#ProdChat – 9/4/13 – #Leadership Change

#ProdChat – 9/4/13 – #Leadership Change

For this #ProdChat, we discussed the topic, “Changing of the Guard,” how to be and stay productive when leadership change happens. Great discussions with some great advice!

  1. Welcome to #ProdChat, the weekly #productivity conversation! goo.gl/Uk35l | Today’s Topic: Changing of the Guard
  2. Hi, all. Michelle here. I’m a productivity geek. Doing freelance PM’ing at the moment. And taking the world by storm! ;) #prodchat
  3. Q1: HAVE YOU EVER WORKED ANYWHERE WHEN YOUR EMPLOYER/SUPERVISOR, CHANGED? HOW PRODUCTIVE WERE YOU DURING THAT TIME? #prodchat
  4. @michgunn Thanks! I hope it’s a good discussion…wait, what am I kidding?! It always is! ;) #prodchat
  5. Is it just you and me, Ray? Or is my feed acting up? #prodchat
  6. A1 Wow… I haven’t really had that happen, except for many moons (many!) ago. It was in retail, and it was a disaster #prodchat
  7. @michgunn It’s just us for the moment…I’m sure folks will roll in shortly. :) #prodchat
  8. Q1: I had several leadership changes in a previous position. Shifting focus felt like sailing into the wind. #ProdChat
  9. A1a: I actually have never had this happen to me. I have been a roles in other organizations during leadership change. #prodchat
  10. A1b: I was pretty productive during those periods, but it required additional projects to deal with transition. #prodchat
  11. A1 Leadership transitions are always tricky. Takes time to get up to speed on the company’s and it’s idiosyncrasies (aka culture) #prodchat
  12. A1: I had an editor change when I worked in news that was really difficult. Major changes. Lots of guessing. #prodchat
  13. Yeah! RT @xianfox: Q1: I had several leadership changes in a previous position. Shifting focus felt like sailing into the wind. #ProdChat
  14. Sorry I can’t listen in tonight but I’ll definitely catch this is @Storify… massive division reorg right now! #prodchat
  15. Q2: DOES CHANGE IN LEADERSHIP PROVIDE MORE OR LESS OPPORTUNITIES? WHY? HELP OR HURT YOUR #PRODUCTIVITY? #prodchat
  16. Q2: DOES CHANGE IN LEADERSHIP PROVIDE MORE OR LESS OPPORTUNITIES? WHY? HELP OR HURT YOUR #PRODUCTIVITY? #prodchat
  17. @michgunn @xianfox Yes, it can certainly shift an organization’s focus from its mission to “how to do we deal…!” #prodchat
  18. A2 Well the interesting thing about shifts in leadership is the opportunity to redefine… could be great on that side of things #prodchat
  19. @UbaTheDiplomat That’s great to hear! What about the transition made being productive easier for you? #prodchat
  20. @lewisjasona Thanks for stopping by, Jason! Good luck with the reorg! How apropos a topic, eh?! :) #prodchat
  21. A2: It depends on the leader and his/her directives. Major changes require readjustment. #prodchat
  22. @rsidneysmith The new EIC trusted us to do our jobs with little or no supervision. I also had creative freedom #prodchat
  23. A2a: I believe that it depends on the reason for the change. Leaders move because they succeed, failure, death or retirement. #prodchat
  24. A2b: If people see the change as positive, good will come, and vice versa. #prodchat
  25. @rsidneysmith A2: A change in leadership could provide a fresh start to a company. They could bring new ideas #prodchat
  26. @rsidneysmith A2: A change in leadership could provide a fresh start to a company. They could bring new ideas #prodchat
  27. @UbaTheDiplomat That’s great that you’re a self-starter and wanted more creative license,&it’s a recipe for greater #productivity! #prodchat
  28. @michgunn I tend to agree with that. Change, by nature, is uncomfortable for most people. But, the potential can be awesome. #prodchat
  29. That’ll server you well in life! RT @UbaTheDiplomat: @rsidneysmith Grad school is teaching me to be self-starting. #prodchat
  30. @UbaTheDiplomat Oh, really? How is grad school helping you be more of a self-starter? :)) #curious #prodchat
  31. @rsidneysmith Because the prof don’t care if you do the work or not. Also, If I don’t do the work then I don’t pass. #prodchat
  32. @UbaTheDiplomat *serve (sorry, been writing technical spec all day… server was a reflex) ;) #prodchat
  33. A2: Times I don’t think leadership change helps is when the leader is playing the defensive, covering up for mistakes. Dangerous. #prodchat
  34. Q3: WHAT CAN YOU DO TO HELP A LEADER STAY PRODUCTIVE, OR TO HELP YOU STAY PRODUCTIVE, DURING TRANSITION? #prodchat
  35. Q3: WHAT CAN YOU DO TO HELP A LEADER STAY PRODUCTIVE, OR TO HELP YOU STAY PRODUCTIVE, DURING TRANSITION? #prodchat
  36. Q3: WHAT CAN YOU DO TO HELP A LEADER STAY PRODUCTIVE, OR TO HELP YOU STAY PRODUCTIVE, DURING TRANSITION? #prodchat
  37. @rsidneysmith A3: Ask them if they need any help making the transition smoother #prodchat
  38. A3 I’d suggest providing great status reports with next actions and forward projections. Give the leader something to work with #ProdChat
  39. A3: This applies no matter the situation: ask them questions. Communicate more than you would normally. #prodchat
  40. A3: This applies no matter the situation: ask them questions. Communicate more than you would normally. #prodchat
  41. Great minds…! ;) RT @UbaTheDiplomat @rsidneysmith A3: Ask them if they need any help making the transition smoother #prodchat
  42. YES!!! MT @rsidneysmith: A3: Communicate more than you would normally. #prodchat
  43. A3: Ask for and listen to their expectations and planned changes. Work accordingly. #prodchat
  44. @michgunn That makes good sense, especially if the leader doesn’t want to drop the ball on current operations while moving out. #prodchat
  45. A3 But there’s also filling in the blanks that they might not yet know to ask about… #ProdChat
  46. A:3 @rsidneysmith reevaluate your productivity. Changes in leadership styles should allow restructuring, opening doors for you #prodchat
  47. A3: Elicit feedback from everyone else supporting that leader. What’s going on with them? How can you assist them? #prodchat
  48. @james_m_harper Welcome to the #productivity conversation, James. Great suggestion re: reevaluation! #prodchat
  49. Defining expectations is #1. RT @profkrg: A3: Ask for and listen to their expectations and planned changes. Work accordingly. #prodchat
  50. ProductivityBookGroup: 9/14 12ET! Join us to discuss 7 HABITS…(Parts 1&2) by Dr. Stephen Covey! gplus.to/productivitybo#prodchat
  51. @michgunn I guess that makes sense on both sides of the coin…updating them both so there’s overlap might be appropriate! :) #prodchat
  52. @michgunn @rsidneysmith A3: Yes, but communicate also with extra sensitivity. Some may be loyal to the ex-leader. #prodchat
  53. @MaryChayko I would add to communicate *more* clearly too….esp. w/ increased stress, complexity and speed of change. #prodchat
  54. @rsidneysmith Brand new factions may arise. Be aware of this; the group is remaking itself, really. #prodchat
  55. Q4: IF YOU’RE A LEADER (IN SOME WAY, WE ALL ARE!), HOW CAN OTHERS HELP YOU BE PRODUCTIVE WHEN YOU’RE CHANGING ROLES? #prodchat
  56. @rsidneysmith A4: Ask for suggestions to improve productively. Have an open door policy #prodchat
  57. @MaryChayko How sociological, Mary? ;) I completely agree…pay attention to details of the group’s dynamic…and group dynamics. #prodchat
  58. A4 I’d try to make the transition as transparent as possible, keep everyone up to speed on the changes #ProdChat
  59. A4 I’d leave a really great roadmap for the person replacing me. They may chose to ignore it, but the info has been captured #ProdChat
  60. A4: I think everyone I said prior is probably applicable, but the inverse. Lol. #prodchat
  61. A4 And I’d do everything possible to make sure my directs weren’t left in a lurch. It’s not always in your control, though… #ProdChat
  62. @michgunn That’s a great suggestion! Transparency is a great part of any organizational ops/change. #prodchat
  63. A4: I’d prepare a guiding principles for success document based on my experience for my team and new leader. #prodchat
  64. A4 Oooops! I read the question as how I could help the transition if I were leaving… which I know from experience. D’oh! #ProdChat
  65. @michgunn I love that! A “roadmap” is a great tool for incoming leadership. #prodchat
  66. A4: Explain the way they typically function and ask for advice or clarifications. #prodchat
  67. A4: I want to get the team together closer at that point…and perhaps introducing the next leader (if known). #prodchat
  68. @UbaTheDiplomat @rsidneysmith A4: Open door = yes! And go on a “listening tour.” Listen, listen, listen some more. #prodchat
  69. @UbaTheDiplomat That’s a good idea…those suggestions will help you there or elsewhere once you change roles. #prodchat
  70. A4 (trying again) the inverse… I’d love a roadmap, and an org chart that has additional info about people and their “real” roles #prodchat
  71. @rsidneysmith Most problems arise because new management isn’t willing to adapt to 21st century methods #prodchat
  72. A4a: I’d ask them to just check in with me emotionally. I really care about the people I supervise and transition is difficult. #prodchat
  73. A4b: I’d likely shut down emotionally at points during and after the transition, even when I don’t mean to. #prodchat
  74. A4 I’d also appreciate being able to shadow the leaving person to get a feel for how they operated. May not duplicate, but helpful #prodchat
  75. A4c: But I’ve noticed over the years that if someone broaches the subject, I immediately snap out of it and can engage better. #prodchat
  76. OK, clearly I just can’t get Question 4 right… giving up now. ;) #prodchat
  77. @UbaTheDiplomat It’s even worse when they don’t catch up to 20th century standards! Oy! #prodchat
  78. A4: Those you’re listening 2 may suggest changes u wanted 2 implement anyway; they’ll have come from the group &may even be better #prodchat
  79. @tburgess57 Hey, Todd! Welcome to the #productivity conversation! We’re discussing #leadership change. :)) Jump in! #prodchat
  80. Q5: DOES IT HELP TO REVIEW HISTORY OF YOUR LEADER’S WORK…WHERE EFFICIENCY AND EFFECTIVE SUCCEEDED AND FAILED? HOW SO? #prodchat
  81. @rsidneysmith A5:Yes, it gives us insight on their leadership style and vision for the company #prodchat
  82. @rsidneysmith From which perspective? As a supervisor of that person or as a direct? #ProdChat
  83. @MaryChayko I’ve seen that happen, actually! A group that was stuck, not by you, but because of “institutional stuckness”… #prodchat
  84. @rsidneysmith A5: Yes, but a big part of this should be team members filling you in on the history from THEIR perspective. #prodchat
  85. @MaryChayko …any kind of change happened and it loosens up the gears! Progress commences. #prodchat
  86. A5 I think it always makes sense to review performance. It helps everyone. Only way to learn from experience… #prodchat
  87. A5: I’m not really sure I see that as my role. #prodchat
  88. A5: I see value from a perspective of whether or not I want to advance in the company. Otherwise, I’d agree with @profkrg on that.#prodchat
  89. A5 There’s lessons in everything, don’t you think? #prodchat
  90. Nowadays you can always do a little snooping on social media to get to know them better #prodchat
  91. a5 Why lose that opportunity? For you or for them? If everyone’s open to it, why not? #prodchat
  92. Productivity Book Group: 9/14 12ET! Join us to discuss THE 7 HABITS OF HIGHLY EFFECTIVE PEOPLE (Parts 1&2)! gplus.to/productivitybo#prodchat
  93. +1 RT @michgunn A5 There’s lessons in everything, don’t you think? #prodchat
  94. @tburgess57 Hahaha…it depends on whether it’s public or private Social Media “research,” at least to me. ;) #prodchat
  95. I think you owe it to yourself at least to know what they are about #prodchat
  96. But don’t you get value in your continuing work situation by recognizing what could be done differently/better? #prodchat
  97. I’m taking part right now in a cool tweet-chat on leadership change and productivity on the hashtag #prodchat with @rsidneysmith.
  98. @tburgess57 Yes, speaking from an inbound leadership change…definitely. #prodchat
  99. I think there’s so much to learn from everyone, and lessons can be applicable everywhere. #prodchat
  100. Why not take the opportunity whether or not it’s in your job description. #prodchat
  101. @rsidneysmith why not see what you can learn? It’s there for a reason #prodchat
  102. Q6: HOW DO YOU PREPARE FOR THE COMING OF A NEW LEADER WHEN A PRIOR LEADER LEAVES? #prodchat
  103. Q6: HOW DO YOU PREPARE FOR THE COMING OF A NEW LEADER WHEN A PRIOR LEADER LEAVES? #prodchat
  104. Q6: HOW DO YOU PREPARE FOR THE COMING OF A NEW LEADER WHEN A PRIOR LEADER LEAVES? #prodchat
  105. I’ve never had a new boss who wasn’t promoted from within the company, so I usually have known and worked with them. #prodchat
  106. tangential example – went to school for fine art. Hardly directly applicable to project/biz mgmt… but great foundation #prodchat
  107. A5: I would ask my outgoing leader to give that info. to me; s/he should be willing & excited to share that. It’s his/her legacy. #prodchat
  108. If the new boss loves to tweet about the NFL no harm in suddenly getting an opinion on football #prodchat
  109. @profkrg That’s interesting! So much of our personal circumstances guide the realities of dealing with #leadership change, eh? #prodchat
  110. smart! RT @tburgess57: If the new boss loves to tweet about the NFL no harm in suddenly getting an opinion on football #prodchat
  111. A6 Like we said before, start over communicating. Provide as much info as possible to make the transition easier for them #prodchat
  112. @rsidneysmith A5: Outgoing leader’s legacy might have gotten tarnished; might not be willing or excited to share (or to have left) #prodchat
  113. A6: I would prepare a short overview of the team’s strengthes/weaknesses & where our current projects are; just so I can be ready. #prodchat
  114. Plus, that clarity will make room for any new changes/shifts that will be required of you… (GTD – mind like water) #prodchat
  115. A6: I would feel out the new leadership to see how they communicate (social styles-wise). And begin communicating that way. #prodchat
  116. @MaryChayko And that’s information I would want to be apparent to me by the request. I guess it’s clarifying at that point. #prodchat
  117. These tips are all starting to sound like general life change/life transition strategies…very useful, #prodchat!
  118. @MaryChayko And, I don’t mind helping others save face. People are too judgy and blame-oriented in American society. #prodchat
  119. Great info on that topic (DiSC profiles) at Manager-Tools.com. Communicate the way others are able to hear you. #prodchat
  120. A6: Learn your new leaders family (and family pet) names. Oh, and how to pronounce their name! #prodchat
  121. RT @michgunn Great info on that topic (DiSC profiles) at Manager-Tools.com. Communicate the way others are able to hear you. #prodchat
  122. @rsidneysmith Helping the ex-leader save face is almost always the right thing to do. Confer dignity to others when possible. #prodchat
  123. @MaryChayko I had a feeling that this conversation would unearth some universal axioms. :)) #prodchat
  124. RT @MaryChayko Helping the ex-leader save face is almost always the right thing to do. Confer dignity to others when possible. #prodchat
  125. Have a great week, everyone! Thanks for the food for thought! :) See ya next week. #prodchat
  126. Thanks #productivity enthusiasts for the in-depth #ProdChat! Join us next week for another thrilling convo! Transcript in the morning!
  127. FYI, next week’s topic will be a fun one…”Too Much Tech!” Join me for how to turn down the tech dial for greater #productivity! #prodchat
  128. @tburgess57 @rsidneysmith It’s a tiny world – networks make it so – so yes, this could easily occur. (Same w/ ex-colleagues, etc.) #prodchat
  129. @rsidneysmith Consider me effectively thrilled! :) ttyl, Ray. “Night, all. #prodchat
  130. Sorry I couldn’t participate much this evening. Just caught wind of this tonight. I look forward to joining next week! #prodchat

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