What is the key to any successful relationship? Any productive and healthy relationship—whether it be a marriage/domestic partnership, friendship, parent/child, and/or work-related relationship—must be based upon strong communication. When an organization is seeking new leadership, earning the buy-in from your team by gathering their feedback and hearing their concerns and wishes for new leadership will be key to a successful transition.
When conducting an executive search, we find that it is essential to include staff in the discovery stage. We take this opportunity to hear direct feedback from the team about the culture of the organization, what is going well and what is challenging, and which critical skills and competencies are necessary for their next leader to possess; forgoing this part of the process represents a significant missed opportunity. Excluding staff from the search process can lead to feelings of resentment and skepticism. Simply stated: it does not feel good to be left out of something that will have a significant impact on you. It is imperative to gain insights from the staff, and by giving staff the opportunity to be heard, they are more likely to feel they are a valued member of the team. These conversations set the foundation for establishing trust with staff in the search process.
While the amount of communication will vary from one organization to another, experience has taught me that staff become frustrated and anxious when communication is insufficient throughout a search process. A search will be best positioned for success when there is clear, transparent communication with the staff about the qualifications sought in the next leader; when the criteria are unambiguous, the likelihood of resistance to the incoming leader is reduced.
In our current world where much of our work can be completed virtually, we also recommend prioritizing an opportunity for staff to engage with finalist candidates live and in-person. In these settings, the candidates should introduce themselves and share why they align with the organization mission and how their experience has prepared them to take on the role. Staff should have time to ask questions of the candidates, and the candidate should be able to ask questions of the staff. Afterwards, team members should have the chance to provide their impressions of the candidates. We see that staff are in a stronger position to welcome a new leader when they have been able to engage with them prior to their onboarding. By arranging these meetings, both staff and the new leader are better prepared for a successful start to their new working relationship.
Effective communication with staff during a search for a new leader not only shows respect and inclusivity: it also leads to better decision-making and increased organizational cohesion. Staff who feel valued are more likely to stay, and organizations with strong communication demonstrate caring for their staff and are more likely to have higher morale. Similarly, marriages with strong communication are built on trust and understanding, fostering deeper connections and resilience in the face of challenges. So, the next time you embark on an executive search, be sure to include the staff in the process.
