Q&A with Dr. Michael Watkins
If you have questions for Dr. Watkins that you would like to share with other visitors to our website, please contact us.
The specific challenges facing new leaders depend on the types of transitions they are experiencing. Leaders who have been hired from the outside confront the need to adapt to new business models and organizational cultures, and to build supportive networks of relationships. For those who have been promoted, the challenges lie in understanding and developing the competencies required to be successful at the new level. So it is essential to carefully diagnose the situation and craft transition strategies accordingly.
Another common trap is falling prey to the understandable anxiety the transition process evokes. Some new leaders try to take on too much, hoping that if they do enough things, something will work. Others feel they have to be seen “taking charge,” and so make changes in order to put their own stamp on things. Still others experience the “action imperative” – they feel they need to be in motion, and so don’t spend enough time upfront engaged in diagnosis. The result is that new leaders end up enmeshed in vicious cycles in which they make bad judgments that undermine their credibility.
Then there are the very high rates for failure in executive on-boarding. Several studies have shown rates of failure of about 40% when senior executives are hired from the outside. The costs of such failures are very high; direct costs are estimated to be more than 10x base salary and the opportunity costs can be far higher. So my focus these days is on helping companies reduce derailment and to accelerate everyone by putting in transition systems built around The First 90 Days model. A First 90 Days transition system has relevant resources delivered just-in-time through a cost-effective mix of coaching, programs, and e-learning.
My work on accelerating leadership transitions began in the private sector. The research for Right From the Start (HBSP 1999), which I co-authored with Dan Ciampa, began about the same time I moved to the Harvard Business School in the mid-1990s. But Peter Daly and I had remained friends, and writing a book on public sector transitions seemed like a natural extension of my work. The stakes in having our government function well are very high and I’m delighted to be able to make a contribution to helping public sector leaders transition more effectively into new roles.
As my understanding of the realities confronting leaders in transition deepened, however, I came to believe that relationships – with bosses, peers, direct reports and external constituencies – are as great or greater sources of leverage. This realization elevated relationships, and the energy they can mobilize (or drain from you), to the forefront of my thinking about how to help leaders enter and gain momentum in challenging new roles.
This is not to say, of course, that strategies, structures, and systems are unimportant; usually they are critical. But if you hope to put in place the right strategies, structures, and systems, you must first secure victory on the relationship front. This means building credibility with influential players, gaining agreement on goals, and securing their commitment to devote their energies to helping you achieving those goals. Leverage through relationships is an essential foundation for effectiveness in a new leadership role. Put another way, I have come to believe that leaders negotiate their way to success in their new roles.