HR Partnerships in Executive Coaching: Lessons from a Successful Leadership Transition
A leadership change at a manufacturing plant can bring a host of unique challenges, from changed team dynamics to cultural shifts. At the same time, it’s also an opportunity for growth and improved greatness.
It’s all about taking the right approach!
Just ask Joe Carrothers and Kristin Rivait from SWT Group, a manufacturing organization in Windsor, Ontario. When Joe moved from acting as SWT Group’s CEO to serving as their president, it marked a powerful leadership transition. As SWT Group’s HR director, Kirstin Rivait was there to help Joe and the team navigate the change. Their journey was full of both successes and struggles, and through relying on perseverance, trust, and patience, Joe and Kristin were able to turn a leadership change into a chance for growth, improved accountability, and more.
On the Mindfulness Manufacturing podcast, Joe and Kirstin gave a behind-the-scenes look at SWT Group’s powerful transition. They also shared four key takeaways for organizations facing their own leadership changes.
1. Change Transforms Culture... If It’s Done Right
When an organization has a leadership transition, it’s a valuable opportunity. Through a change you can build and improve upon your current culture, or you can create setbacks that hurt your progress. To make sure you’re taking the right approach to change, focus on moving in a positive direction. Think about ways to reinforce and improve your existing culture. Elevate your organization’s culture, not derail it.
2. Expand Your Mindset
A leadership transition will naturally create some big changes. Adjusting to change can be a challenge, especially for higher-up leaders who are used to their routines. In a time of change, be self-aware and willing to change. Think about your own mindset. Identify your own shortcomings. Be willing to curiously and honestly listen to new perspectives and approaches.
3. Use Productive Conflict to Drive Progress
At the same time, don’t be afraid of a little productive conflict. In an organization, different people are bound to have different ideas. Sometimes, they are going to clash. Instead of shying away from difficult conversations or shutting down different ideas, be willing to have open and honest conversations. Allow everyone to share their own unique mindsets and perspectives, and you’ll find that the best ideas are often forged in healthy disagreement.
4. Use Productive Conflict to Drive Progress
While we’d all love if change could happen instantaneously, progress doesn’t usually happen overnight. Be patient through the entire process and don’t worry if your organization takes a little time to adjust. By practicing perseverance, keeping an emphasis on positive change, and promoting a culture of trust and accountability, your organization and team can make it through a transformative moment.
Learn More on the Podcast
To hear more stories from Joe Carrothers and Kirstin Rivait, listen to their episode of Mindfulness Manufacturing here.