I’ve seen it over and over again. When a new leader takes over an organization, there can be a strong temptation to make major changes in order to leave a mark and put their stamp on the organization. I’ve seen a church go through two pastors in a very short window of time and each one had their own vision of what the church was supposed to do. However, it is important to resist this urge and avoid making major changes within the first year. In fact, it is generally advisable to take a more cautious and deliberate approach to change during this period. In this article, we will explore why it is so important to avoid making major changes within the first year of a leader taking over at an organization.
First, it is important to recognize that change can be difficult for an organization. Employees may have become accustomed to a particular way of doing things, and sudden changes can be disruptive and unsettling. This can lead to decreased morale and productivity, as well as increased turnover. Furthermore, major changes can take time to implement and may not immediately show the desired results. This can lead to frustration and a loss of confidence in the new leader.
Second, a new leader needs time to get to know the organization and its people. It is important to take the time to understand the culture, the strengths and weaknesses of the organization, and the challenges that it faces. This requires building relationships with employees, listening to their feedback, and gaining a deep understanding of the organization’s history and goals. By taking the time to understand the organization, a new leader can make more informed decisions about what changes are necessary and how best to implement them.
Third, rushing into major changes can be a sign of poor leadership. A leader who immediately starts making major changes may be seen as lacking in confidence or as someone who is more interested in leaving their mark than in doing what is best for the organization. Furthermore, a leader who is perceived as making arbitrary or unnecessary changes may lose the respect and trust of their employees.
Finally, making major changes within the first year can be risky. A new leader may not have a complete understanding of the organization and its operations, and may not be fully aware of the potential consequences of their decisions. This can lead to unintended consequences and negative outcomes that could have been avoided with a more cautious approach.
While it can be tempting for a new leader to make major changes in order to leave their mark on an organization, it is important to resist this urge and take a more cautious and deliberate approach to change. By taking the time to understand the organization, building relationships with employees, and making informed decisions, a new leader can set the organization on a path to success without disrupting the organization or risking negative consequences. While change is often necessary for growth and progress, it is important to remember that change should be undertaken thoughtfully and with a clear understanding of its potential impact.