When a new executive leader joins a healthcare organization, they often bring their own leadership style, strategic priorities, and sometimes a few key team members. For senior professionals already in place, this transition can feel uncertain, but it also presents a unique opportunity to build a positive relationship early on. Rather than seeing a new leader as a challenge, it’s an opportunity to demonstrate your value, align with their goals, new learning, and contribute to the organization’s success. Here’s how senior professionals can navigate this transition effectively.
Proactively Build a Relationship
A new leader will likely be focused on getting up to speed quickly, so it’s essential to take the initiative in building a relationship. Don’t wait for them to reach out—make an effort to introduce yourself and offer support. Schedule a one-on-one meeting to understand their vision and discuss how you can contribute to those goals.
Frame the conversation around how your role aligns with their priorities and offer insights into how the department or area you oversee can help them achieve their objectives.
Demonstrate Your Expertise and Value Early
New leaders often bring fresh ideas, but they also appreciate understanding the existing talent within the organization. Early on, showcase your accomplishments, particularly how you’ve driven value in the organization through leadership, projects, or patient outcomes. Highlight your unique strengths and expertise to position yourself as an indispensable member of the leadership team.
Come prepared with specific examples of how you’ve contributed to organizational success, backed by data or measurable outcomes.
Be Open to Change and New Perspectives
While it can be tempting to stick with the status quo, a new leader often introduces different perspectives, priorities, or methodologies. Embrace this change with a positive attitude, demonstrating that you are flexible and open to new ways of doing things. Show that you’re a team player who is willing to adapt and innovate alongside them.
During discussions, express your interest in learning more about their leadership style and how you can support new initiatives.
Leverage Your Institutional Knowledge
As someone who has been with the organization longer than the new leader, you have a wealth of institutional knowledge. This insight can be valuable in helping the new leader understand the culture, challenges, and opportunities within the organization. Offer context on past initiatives, share lessons learned, and provide guidance on navigating the internal dynamics.
Be mindful not to overstep by providing unsolicited advice. Instead, offer support where it’s appropriate and position yourself as a resource.
Align with Their Strategic Vision
Understanding the new executive’s long-term vision is critical for aligning yourself with their goals. Pay close attention to how they communicate their priorities and start thinking about ways you can contribute to those strategic objectives. Whether it’s streamlining processes, improving patient outcomes, or enhancing team dynamics, find ways to align your expertise with their vision.
During meetings or discussions, ask thoughtful questions about their strategy and vision, showing that you are invested in helping achieve these goals.
Strengthen Your Professional Network
New leaders may feel most comfortable bringing in people they’ve worked with before. While this is a natural part of leadership transitions, it can feel threatening to existing senior professionals. Instead of viewing this as competition, use it as an opportunity to expand your professional network. Build relationships with new team members and demonstrate your collaborative spirit.
Seek opportunities to collaborate on projects with new hires to show you’re adaptable and capable of working well with a diverse group.
Communicate Your Own Career Goals
It’s important to share your career aspirations with the new executive leader so they understand your motivations and how you see your future within the organization. Be clear about what you’re hoping to achieve professionally, whether it’s a new leadership opportunity, skills development, or involvement in key initiatives.
Frame this conversation around how your goals align with the organization’s objectives and how you see yourself contributing to its success long-term.
Embrace Change as an Opportunity
A new executive leader can bring significant change, but it’s also an opportunity for senior professionals to shine. By being proactive, open to new ideas, and demonstrating your value early on, you can build a strong relationship with your new leader and solidify your position within the organization. Change can be challenging, but it’s also a time for growth, both for you and the organization.