Change of leadership, for a change

Over the last couple of days I have been working with a client  where there has been a new senior executive appointed. At some point in the near future he and his team will work together for a few days at an off site retreat to build a vision and  an execution plan to deliver it. So far so good. What is interesting in the diagnostic interviews with each of the team members is how much they are affronted, feel left out, and are reporting being dis engaged by the new leaders production of a vision for the next three years. Now what is even more interesting is that they are mostly in agreement with the direction and definition of the challenge and development of the business.  In fact in many cases they compliment the new leader on his power of analysis and insight into his new business realm.

 Once again the issue is not what, but why and why me. His team will come round, and probably will deliver what the business requires to grow and prosper. What is clear again is that if he had first engaged his capable team in defining the challenges, developing the picture of perfection and designing the plan, then his begrudging admiration would be more likely to be seen as real engagement.

All is not lost and we will together  Envision, Engage and Execute. Beware the leader who place speed of thought before power of inclusion. Commitment = Involvement.