In the fourth segment of my six part series on “Practical Leadership Insights about Leading during a Transition” I will focus on the following:

The Clash of Large Company Styles Joining Small Company Styles

Mergers, acquisitions, spin-offs, and other methods of creating new organizations are very complex processes that have repercussions that cause tremendous damage to a company culture and employee engagement. The third part of my blog series called “Practical Leadership Insights about Leading during a Transition” focuses on the following;

Last week, I started a six part series of blog posts called Practical Leadership Insights about Leading during a Transition. This series is focused on presenting real-world ideas and tools to leaders operating in the VUCA world of the “new normal.” It has provided tips and thoughts on how to understand and execute business strategy through people when a business ecosystem is in transition.  I discussed how I believe this is different than Change Management because Change Management is an evolving process that teaches leaders to build resilience to forces outside of the organization, whereas transition is a finite event that is controllable and usually initiated as a logical business decision. 

Eight ideas to help you overcome the challenges of the VUCA world to create employee loyalty

Earlier this week, I started a series of blog posts called “Practical Leadership Insights about Leading During a Transition.” This initial post presented real-world ideas and tools that will provide the modern day leader with the ability to understand and execute business strategy through people when the ecosystem is in a business transition.  I discussed how I believe this is different than Change Management because Change Management is an evolving process that teaches leaders to build resilience to forces outside of the organization.  Transition on the other hand is a finite event that is controllable and usually initiated as a logical business decision. 

If it hasn’t happened to you yet, it will soon; the opportunity to lead during a transition.  In 2016 and beyond, it is inevitable.  Your company will be bought, merged with another, spun off, have a new strategy, have new leadership, or all of the above within the next 24 months.