He walked in with one bag in tow, full of all kinds of artifacts from previous radio stations and previous victories. He set it on an empty desk — the desk formerly occupied by my boss.
I knew at that point decisions were going to be made. I had hoped I was going to be a part of that decision, but there was going to be an evaluation process. Hopefully I was part of the plan. But one thing was for sure: change was imminent.
When it comes to handling change, I’ve done it the right way, and I’ve done it the wrong way.
Most every radio lifer has a new boss story. Most of us have several.
The memo hits. The press release goes out. Somebody new is sitting in the office down the hall, and suddenly the job you’ve been doing well for years feels a little less certain.
Sometimes it works. You get along swimmingly with the new guy, or gal, and you look back wondering why you ever sweated it. Other times it doesn’t work out, and you go.
Either way, here’s what nobody tells you. A new boss means you’re interviewing for a job you already have.
In 30-plus years in this business, I’ve lived through more leadership changes than I can count. Here are five techniques that help when a new boss walks in the door.
Over-Communicate What You’re Doing
The new boss doesn’t know your work. They don’t know the wins, the fixes or the fires you put out last spring. Don’t assume your reputation transfers with the keys to the building.
Tell them what you’re working on, what’s moving and what’s next. Send the recap. Ask for the meeting. Silence gets read as indifference or as something to hide, and neither one helps you.
Be Transparent
Communication is what you share. Transparency is sharing the stuff you’d rather not.
If a show is slipping, say so before they find it in the ratings. If a promotion missed, own it. A new leader is going to find the problems eventually. It’s far better if you’re the one who walked them there — and brought a plan.
Trust is the currency here, and you’re starting close to zero.
Be Open to New Ideas
New bosses come with ideas. Some will be good. Some will sound exactly like something you tried in 2014 that didn’t work.
Listen anyway. A fresh set of eyes can see what you’ve stopped noticing. And the fastest way to get labeled “the problem” is to greet every suggestion with “we tried that.”
Be Ready to Lose Some Ideas You Hold Dear
This one hurts. The benchmark you built. The format tweak you fought for. The way you’ve always run the music meeting.
Some of it is going away. Not necessarily because it was wrong, but because it isn’t theirs, and new leaders need to put their stamp on the place. Pick the hills that truly matter and let the rest go gracefully.
Explain Your Position — Then Accept the Change
You’ve earned a voice. Use it. If you believe something is working, make the case with data, history and conviction.
But once the decision is made, it’s made. Make your argument, then get on board and execute the new plan like it was your idea. Bosses remember who helped them succeed. They also remember who sat in the back of the room with their arms crossed.
And Sometimes, It’s Just Time to Move On
Here’s the hard truth. You can do all five of these things right, and it still might not work.
Chemistry is real. Vision is real. Sometimes a new leader wants a different kind of team, and no amount of communication changes that. That’s not failure. It’s business.
If you’ve given it an honest shot and it isn’t clicking, it might just be time to go. Leave with your reputation intact and your relationships in good shape. This industry is smaller than you think, and people remember how you handled the exit.
More often than not, the next chapter turns out better than the one you were trying to save.
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