Goodbye Gary

Gary Lineker’s bombshell decision to leave Match of The Day has cast a spotlight on the way in which businesses navigate senior change.

Change of any scale can cause upset within a business. However, when facing the departure of someone as pivotal to the operations of a business as Lineker has been to Match of The Day, it is even more important for businesses to equip themselves well so they can navigate the change as seamlessly as possible.

With this in mind, continue reading to discover what businesses should do to maintain market and client confidence when vital experts leave.

1. Communicating change internally

Times of change cause a lot of uncertainty among employees, particularly when the individual is seen as an institution, like Gary is to MOTD. The best way to keep people at the heart of this change is through open and honest communication. An approach such as this ensures transparency at every stage of the change process. This can take the form of regular email updates to all employees as well as whole team meetings throughout the transition.

These measures not only show people that the business cares by keeping everyone well informed, but they will also calm nerves, smoothing over inevitable uncertainty and trepidation. Open and honest communication helps everyone to feel seen and heard.

2. Heading external stakeholders during change

Figuring out a strategy for communicating change with stakeholders is essential. This often differs depending on the depth of the relationship. It can be beneficial to implement a phased approach here, whereby key stakeholders are notified of the change in order of their seniority.

Consider whether written communications will suffice, or if a face-to-face meeting would be more appropriate. Above all, executing good external communications with stakeholders is all about offering reassurance that their relationship with the business is safe, even during times of transition.

3. Damage limitation

Senior change within a business can potentially throw business operations into turmoil. Businesses should therefore be proactive in employing preventative strategies aimed at limiting disruption.

A good starting point is by identifying areas that may struggle after the senior figure has left. For example, put in place appropriate training programmes to support staff who will take over management of ongoing client relationships. Such damage limitation methods will help smooth over this period of change.

4. Achieving change for good

In order to remain profitable and succesful, businesses must constantly evolve. This is why people leaving is not always negative. One person’s departure frees up room for other team members to step up with fresh ideas and approaches. Not only this, but a departure signifies new opportunities for training and employee development.  All of which contributes to upskilling the workforce. This shows that senior change, when navigated well, can open the door to positive outcomes and be a force for good.

The departure of a pivotal figure can certainly cause problems for a business if handled poorly. However, through careful consideration and employing appropriate change management methods, senior change can create opportunities for business growth and positive transformation.