🛑 𝐖𝐡𝐲 𝐝𝐨 𝐬𝐭𝐫𝐨𝐧𝐠 𝐭𝐞𝐚𝐦𝐬 𝐛𝐫𝐞𝐚𝐤 𝐝𝐨𝐰𝐧 𝐮𝐧𝐝𝐞𝐫 𝐚 𝐧𝐞𝐰 𝐦𝐚𝐧𝐚𝐠𝐞𝐫?

A new manager steps in.
Change begins.
Performance drops.

𝐖𝐡𝐲?

It’s 𝐧𝐨𝐭 because:
- change is bad.
- the team is weak.
- the culture resists change.

It’s because the manager tried to 𝘭𝘦𝘢𝘷𝘦 𝘢 𝘮𝘢𝘳𝘬 before understanding the operating system they were changing — 𝐚𝐧𝐝 𝐞𝐧𝐝𝐬 𝐮𝐩 𝐛𝐫𝐞𝐚𝐤𝐢𝐧𝐠 𝐚 𝐬𝐲𝐬𝐭𝐞𝐦 𝐭𝐡𝐚𝐭 𝐰𝐚𝐬 𝐚𝐥𝐫𝐞𝐚𝐝𝐲 𝐰𝐨𝐫𝐤𝐢𝐧𝐠.

A high-performing team (𝐚𝐧𝐝 𝐞𝐯𝐞𝐧 𝐚 𝐟𝐫𝐚𝐠𝐢𝐥𝐞 𝐨𝐧𝐞) already knows:

🧭 𝐇𝐨𝐰 𝐝𝐞𝐜𝐢𝐬𝐢𝐨𝐧𝐬 𝐠𝐞𝐭 𝐦𝐚𝐝𝐞 — and by whom
🗓️ 𝐖𝐡𝐚𝐭 𝐧𝐞𝐞𝐝𝐬 𝐚 𝐦𝐞𝐞𝐭𝐢𝐧𝐠 vs. what’s solved with a quick message
⚡ 𝐖𝐡𝐞𝐧 𝐭𝐨 𝐦𝐨𝐯𝐞 𝐟𝐚𝐬t and when to pause intentionally
🎯 𝐖𝐡𝐞𝐫𝐞 “𝐠𝐨𝐨𝐝 𝐞𝐧𝐨𝐮𝐠𝐡” ends and high performance is non-negotiable

Then the new manager arrives and flips the script — without calibration:

🔄 Changes communication channels
📅 Adds more meetings
🧩 Reassigns work without diagnosing flow
🗑️ Cancels practices because they’re “not documented”
📈 Raises expectations without removing constraints

🚨 𝐓𝐡𝐞 𝐜𝐥𝐚𝐬𝐬𝐢𝐜 𝐥𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐦𝐢𝐬𝐭𝐚𝐤𝐞:
Confusing discipline with resistance.
Mistaking stability for complacency.

💡 𝐓𝐡𝐞 𝐫𝐞𝐚𝐥𝐢𝐭𝐲:
If you don’t understand 𝘸𝘩𝘺 𝘵𝘩𝘦 𝘤𝘶𝘳𝘳𝘦𝘯𝘵 𝘴𝘺𝘴𝘵𝘦𝘮 𝘸𝘰𝘳𝘬𝘦𝘥, you’re not qualified to change it.

🎯 𝐓𝐡𝐞 𝐬𝐦𝐚𝐫𝐭𝐞𝐬𝐭 𝐟𝐢𝐫𝐬𝐭 𝐦𝐨𝐯𝐞 𝐟𝐨𝐫 𝐚 𝐧𝐞𝐰 𝐦𝐚𝐧𝐚𝐠𝐞𝐫:
Delay the changes.
Accelerate the understanding.

𝐓𝐫𝐚𝐧𝐬𝐥𝐚𝐭𝐢𝐨𝐧:
🛠️ 𝐃𝐨𝐧’𝐭 𝐟𝐢𝐱 𝐰𝐡𝐚𝐭’𝐬 𝐧𝐨𝐭 𝐛𝐫𝐨𝐤𝐞𝐧 𝐮𝐧𝐭𝐢𝐥 𝐲𝐨𝐮 𝐚𝐜𝐭𝐮𝐚𝐥𝐥𝐲 𝐤𝐧𝐨𝐰 𝐡𝐨𝐰 𝐢𝐭 𝐫𝐮𝐧𝐬.

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LinkedIn Post:

https://www.linkedin.com/posts/eng-abdulaziz-m-ghaleb-67303524_leadership-executiveleadership-changemanagement-activity-7410634669299466240-kxg7?