BLUF - Our company is in a turnaround, and the board hired a new CEO. I'm one of his directs, and I have a team of 5 long-term employees, some of whom are resistant to change and critical of the new leadership. I need to help them come into alignment or their jobs are at risk. I'm not sure I can do that, and would appreciate advice.
Background: We are a mid-sized company (under 500 employees). Our sales have been flat for the past three years, and we've lost money the last 2. One of the key directives from our new CEO is to make sure we have the "right people on the bus, in the right seats". There have been some personnel changes in several departments (both terminations and new hires). This hasn't affected my directs (yet), but has affected some long term folks in the level just below them. I have made some unpopular decisions in letting people go, although the terminated individuals' direct supervisors (my directs) were in agreement with the action.
Our previous CEO had a very open, inclusive leadership style. He believed that before any important decision was made, everyone who might be affected by it had the opportunity to weigh in. I'm a high "D", and was occasionally coached that I was being too directive. He had an open-door policy, and my directs occaionally went to him to complain if they disagreed with something I decided. The new boss believes in a tighter organizational structure, with clear lines of authority. He has coached me to be much MORE directive. And, time is short. There are clear indications that a turnaround is happening, but much more work is needed and we're nowhere close to being out of the woods.
I have spoken individually with my team members, to clarify my expectations. To be honest, I feel empowered by my new boss to do what I should have done some time ago. I'm excited about the direction of the company. But my directs are definitely struggling, and commiserating among themselves. That puts them in a dangerous place, because they are all leaders, and we need a united front to turn the company around. My team members bring a lot to the table in terms of knowledge and experience, and I'd hate to lose any of them. But I can't sit back and allow them to undermine what our CEO is trying to do, either, or it may be my job that's at risk, and rightly so.
I searched the podcasts for references to a turnaround. If any of you have experienced something similar, I'd love to hear about it.