Why are we here?

A role change or a career move can be scary. New responsibilities, new people, and new expectations can seem daunting. Today we’ll discuss how you can make a transition successfully.

Where have we been?

• • The exciting news is that we both have started in new positions
    • While exciting, this has taken a lot of our time.

• • Styles for change
    • • Shaun’s style
        • • Start by listening. Never go into a new position and start changing stuff
        • • Shadow every since one of my team members – ask them what they like and don’t like
        • • The first focus is on how work is being done before focussing on what work needs to be done
        • • These steps help create the foundation for what the vision could be
        • • Begin casting a long-term vision – 3 years.
            • Sell the team on this vision
        • It’s not about asking people to work harder, it’s about gaining their trust and building better systems.
    • Kolby’s style
      • • A little bit of a different transition as I didn’t move to a completely new team but expanded responsibilities.
      • • Agree that start by listening.
      • • A perfect time to step back and evaluate current systems and like Shaun said, the way work is done.
      • • This is where Shaun and I differ. Rapid iteration has been my strategy recently rather than vision casting. Not saying that’s better, but it’s what I’m doing right now.
          • • Tooling
          • • Processes
          • Team responsibilities
      • • Once I am confident with the daily systems that we can quickly iterate on, vision casting will be my next goal.
      • People first.

• Key Takeaways
  • • Listen First
      • Don’t come in and try to “shake things up” especially without reason or a plan. Listen, listen, listen. We’ve both had that instance where we said “This is a stupid way of doing things”… to the person who created the tool/process/whatever.
  • • Build Trust
      • While you may or not be in a leadership position, you are a leader. Build trust whether it be between you and your team or as a team member between you and your leader. Be transparent, honest, and with good intentions and you’ll be okay.
  • You have to have that long-term path
    • Whether you vision cast at the start or after some quick changes, you need a vision. Your people need a vision. Ask yourself, “By the time I’m ready to move on from this position what would I want someone to thank me for?”

Kallweit Call To Action

You may or may not be in a role change right now. Either way, starting with why is an important concept that can help you daily. Take some time this week to check out Simon Sinek’s overview of the concept of “Starting with Why” and find an opportunity to implement this thinking in your life this week. https://www.youtube.com/watch?v=Wb8KpHqU5tg