Regardless of the setting, reactions to a new team leader are almost always mixed. Some team members feel hopeful and energized, while others become skeptical and resistant.
The hopeful and energized often see a new leader as an opportunity for positive change. They may have felt overlooked, frustrated, or unmotivated under previous leadership and welcome a different management style. Others in this group may simply recognize the potential for fresh ideas and new opportunities for growth.
The skeptical and resistant recognize that change often brings uncertainty. They worry that shifts in expectations, new policies, and changing team dynamics could disrupt their comfort zones. Some may also feel a strong connection to the previous leader, valuing the trust, stability, and familiarity that relationship provided. Even if the previous leader was imperfect, they at least knew what to expect.
I mentioned earlier that reactions to new team leaders are almost always mixed—so when are they not?
Reactions are not mixed when the team is made up of strong, supportive teammates who prioritize the success of the team over personal preferences. In other words, the reaction is not mixed when the team is comprised of good teammates.
With all due respect to the skeptical and resistant, their reaction reflects a “me gear” mentality rather than a “we gear” mindset. And they would do well to shift their perspective.
Change is difficult when team members become emotionally attached to what’s familiar—especially when it comes to giving new leaders a fair chance. Rejecting a new leader too quickly can hurt not only the leader but the team as well. In time, it can hurt you as an individual too.
When negativity spreads before new leaders have the chance to prove themselves, it creates division and weakens the team’s culture. This makes it difficult for any team to pursue common goals.
Good teammates give new leaders a fair chance before rejecting them for several reasons. Here are three of the most important:
First, every leader deserves the opportunity to earn trust through actions, not assumptions. Leadership cannot be accurately judged within the first few weeks or even months. Effective leaders need time to understand the strengths, weaknesses, and personalities of the team. Immediate rejection prevents that from happening.
Second, new leaders can bring fresh perspectives and innovative ideas. A pair of responses commonly associated with bad teammates are, “That’s the way we’ve always done it,” and, “We’ve never done it like that.”
Good teammates welcome fresh perspectives because they understand that success requires adaptability. Their sense of security in who they are allows them to confidently reassess situations and refine their approach.
Third, and perhaps most importantly, getting behind a new leader demonstrates a clear commitment to the team’s primary objective. In sports, it’s winning a championship. In business, it’s earning a profit. In schools, it’s educating students.
The best chance of achieving any of those primary team objectives lies in ensuring your new leader succeeds. Complaining, undermining, sabotaging, disengaging, or rejecting only reduces the likelihood of that happening.
If you want to win more games, support your coach. If you want to earn bigger profits, support your manager. If you want to help your students succeed, support your principal. By finding ways to help your new leader succeed, you help yourself.
A healthy team culture is the product of individuals choosing collaboration over rejection. Instead of rejecting the new leader, choose to be a good teammate—and give them a chance.
As always…Good teammates care. Good teammates share. Good teammates listen. Go be a good teammate.
