Recently, a couple of my clients have been struggling with what I'll call  the 'new boss' syndrome. As someone who has had a LOT of very different managers over the space of my career, I can totally empathize. Whether you liked or disliked your old boss, it can still feel like a lot of effort when you have to start over from scratch.

So what can help?

Firstly, empathy for the new boss: almost certainly, your new manager is stressed at starting a new gig and will be going flat out to make their mark and please THEIR new boss. They will be both 'getting up to speed' with new systems and processes, but also trying to ensure that their first 30,60,90 day plans are on track to deliver impact. 

Figure out how you might help:

PRO-actively….perhaps you know that any new team hire will need credentials to access key reports -can you get ahead of that and set these up for your new boss? Perhaps add the new manager to key distro lists for data/metrics. Maybe a cheat sheet of who is who in the team and a clear diagram of org structure with photos. Maybe a list of some key cross-functional partners….you get the idea. What would someone new in this role be likely to need out the gate?

RESPONSIVELY -ask your new boss how you can help them get up to speed? What would they like from you? With what frequency? What would be useful background or context? (Note: sometimes a new manager is overwhelmed and the last thing they need is a barrage of documents so sound them out).

Introduce yourself:

A new Manager is going to want to meet you (especially if you were not part of the interview process). Take your cue from the new boss -they are all different. Some may be keen to hear about you the person, your life both inside and outside of work; others are all business and just want to know what you can do for them in this moment.  Can you clearly and succinctly present your or your team's current goals, the status of those goals, and share a few key wins and perhaps one key challenge. Along with the summary, can you be ready to answer the question of where you might need this manager's help or focus? Note: these early conversations are not the time to 'dump' on your new boss and complain about everything. This goes back to how do you want to show up?

Give the new boss breathing space before bringing up points like you deserve a promotion and were just about to get one. Your new boss is not going to take any action until they are up to speed. Having said that, it IS ok to acknowledge that you'd like to have a conversation about your career once the manager is ready.

No two bosses are the same…

When we get a new boss, we immediately compare them to prior bosses. This can result in 2 big pitfalls. Firstly, if the new boss doesn't seem as 'friendly' perhaps or 'approachable' as your prior boss, you might write them off as a 'bad' boss. On the other hand, if the new boss seems immediately 'chatty' and 'informal', you may find yourself drawn into over-sharing.

Ask your new boss what's important to them about ways of working, communication methods etc. Perhaps they prefer quick updates over Slack? Perhaps they hate it if they are interrupted when they have their headphones on? Perhaps they expect you to schedule 1-1's weekly? A general rule of thumb is that a Manager in a new role/organization, is going to appreciate succinct communication where they can ask for more detail if needed.

You can learn something from any new boss, especially if they are NOT like you. Stay curious, keep an open mind and watch out for those learning opportunities. And of course, don't be shy about demonstrating YOUR talents but try to do so from the standpoint of how you can help your new boss be successful too.