Leading a Transition in Your Organization

Over the past several months, I’ve written about identity, endings, messy middles, and beginnings.

Here’s the pattern I’m seeing inside organizations right now: Most leadership teams don’t struggle with strategy - they struggle with transition.

I’ve worked with several, fast-growing organizations who’ve navigated exactly this.

Collegiality was part of what made them special. People were close and the workplace was informal. Decisions moved quickly because everyone trusted one another.

But growth changed the context.

That same familiarity began to blur lines of accountability and professionalism. New hires needed clearer structure. Expectations needed to be defined and roles needed to sharpen.

The leadership team wanted to retain what made them unique — and they needed to evolve to attract and support a new level of talent.

That’s a transition. 

This is one of the reasons I love designing and facilitating leadership planning retreats.

A retreat creates the space to do this work deliberately — to acknowledge what has ended, to articulate the future clearly, to align the team and to define the standards that will carry the team forward.

If your organization is navigating growth, restructuring, evolving strategy, or leadership shifts, this is the right time to start planning for the fall.

Transition doesn’t manage itself and I'd love to help!