What Is A Transition Leader?
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Transitional - adjective
The process or a period of changing from one state or condition to another. Synonyms: change, move, passage, transformation, conversion, adaption, adjustment, alteration "The organization was in transition from one leader to another" |
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Step In - phrasal verb of step
Become involved in a difficult or problematic situation, especially in order to help or prevent something from happening. Synonyms: intervene, intercede, become/get involved, act, take action, take measure, act as a substitute for someone. "She stepped in at very short notice to take his place" |
In today’s business environment organizations exist in a continual state of transition. Programs emerge and close. Strategies succeed and disappoint. And leadership changes.
In formatting long-range objectives and programs, organizations strategize, plan, identify key objectives prior to implementation. However, when an organization is faced with the unexpected loss of a key leadership position, often, the first action is to search for a replacement to fill the gap. In the interim, some in the organization will “pick up the slack”; long-term strategies are sidelined; programs stagnant, while the organization searches for the “right” replacement over a three to six months period, maybe longer.
What would happen happen if the organization paused before rushing to fill the gap? How might pausing be a more prudent action? A Transition Leader provides an organization the opportunity to focus away from actions to fill the gap as soon as possible. While obvious, replacement in leadership is not a one-size fits all, taking the time to clarify the company's needs regarding character and values, along with experience and talent, go so much farther in recruiting the best person for the position.
“How will the organization function without a leader?” will be asked by board members, staff? How will operations continue smoothly with this gap in leadership? Like it or not, there is going to be a gap. A Transition Leader will help an organization navigate that gap.
In formatting long-range objectives and programs, organizations strategize, plan, identify key objectives prior to implementation. However, when an organization is faced with the unexpected loss of a key leadership position, often, the first action is to search for a replacement to fill the gap. In the interim, some in the organization will “pick up the slack”; long-term strategies are sidelined; programs stagnant, while the organization searches for the “right” replacement over a three to six months period, maybe longer.
What would happen happen if the organization paused before rushing to fill the gap? How might pausing be a more prudent action? A Transition Leader provides an organization the opportunity to focus away from actions to fill the gap as soon as possible. While obvious, replacement in leadership is not a one-size fits all, taking the time to clarify the company's needs regarding character and values, along with experience and talent, go so much farther in recruiting the best person for the position.
“How will the organization function without a leader?” will be asked by board members, staff? How will operations continue smoothly with this gap in leadership? Like it or not, there is going to be a gap. A Transition Leader will help an organization navigate that gap.
The benefits of a Transition Leader:
A Transition Leader provides the organization with immediate leadership to sustain operations and provide time to assess the present and future requirements of the organization verses placing efforts into quickly filling the vacancy.
How might your organization benefit with a pause to assess the appropriate fit for the organization?
- Ability to step into operational management immediately.
- Provide mature leadership skills.
- Experience in the basic operational needs of any organization
- Experience in problem solving
- Outside perspective
- Focus on present and short-term needs
A Transition Leader provides the organization with immediate leadership to sustain operations and provide time to assess the present and future requirements of the organization verses placing efforts into quickly filling the vacancy.
How might your organization benefit with a pause to assess the appropriate fit for the organization?
Would you like to learn more about Transition Leadership?