How to Lead Something You Didn’t Start

If you’ve ever led something you didn’t start, you understand the unique challenges.

Starting something can be very challenging. Transitioning something can feel impossible.

The first few weeks and months for a new leader in an established organization are critical to long-term success.

In this article, I outline 7 tips for taking over.

If you’re a leader who might one day be in charge of something you didn’t start, save this article for later. If you have taken over something, I’d encourage you to take 10 minutes and give this a read.

Thanks, friends.

The Importance of Transition Leadership During Change Management

Change and transition are not the same.

Change is the new set of circumstances or the new situation we desire. Change represents the end result of a successful organizational effort. Examples include creating a new department, changing the organizational structure, moving to a new location, or launching a new product or offering. All of these are significant changes.

Transition, on the other hand, is the set of people-oriented experiences that precede change. If change is about new circumstances, transition is the emotional, psychological, and spiritual adjustments people go through as change is implemented. Change needs to be managed, where transitions need to be led. 

Understanding the difference makes all the difference.

Planning for Organizational Change: Most leaders are relatively adept at planning for change. At the highest level, a change management plan starts with the desired outcome. It then works backward, step by step, to create the necessary preconditions for that outcome. These preconditions are primarily situational and circumstantial. 

Planning for Emotional Transition: Most leaders stop at the change management plan. We know where we currently are (Sunday School), we know where we want to be (small groups), and we have a plan to get there (change management plan). But most likely, without a transition plan, this change would be only partially successful with a wake of bodies behind us. Unlike change management, transition leadership starts with where people are and works forward, step by step, through the process of leaving the past behind, getting through the confusion of change, and emerging with new attitudes, behaviors, and identities. If change is the new circumstance (small groups), transition is the psychological process to get people there. This is incredibly important to understand, as every change ultimately involves and is initiated, experienced, and adopted by people.

Conclusion: Most of us are good at identifying what needs to change. And we’re relatively proficient at developing change management plans. But what separates those who desire change versus those who can lead to change is the ability to see and integrate transition plans. Get this right, and you’ll not only achieve the desired change, but you’ll bring the support of most people along with you.

How can I help?

Helping ministry and marketplace leaders through change, transition, and transformation is why I created Transformation Solutions. Go right now to mytransformationsolutions.com and sign up for a free, 30-minute conversation to decide if working together works for you.