How to fit into the shoes of your former boss.

Manchester United fans must be wondering what next for their club, after the sudden announcement that their long serving manager, Sir Alex Ferguson, will leave the club at the end of this season, which is just ten days or so away. Talk has shifted from his departure, to who will replace him. To be sure, the new manager will struggle to fit into the big shoes of Ferguson. So, what happens when you find yourself in a similar situation, in which you have been promoted to replace a manager who delivered exceptional results, and was loved for his great skills, as well as for his great persona?

1. Be your own person.

It’s easy to be tempted and start copying what the former manager did. Now, you will do well to remember that no two people are the same, and the values, the skills, and their outlook of life will defer. Naturally, you should expect some backlash from employees who loved the former manager, and they will watch your

every deed, listen to your every word, in an attempt to show you that you cannot match the former boss. It is your duty as a boss to woo them over slowly. When Safaricom CEO Bob Collymore took over from Michael Joseph, customers quickly complained, and were not sure that he could maintain the same iconic status of Safaricom as Michael Joseph had done. However, he moved out to carve his own niche, and created his own persona, and steered the company to even greater heights.

2. Introduce changes minimally.

As humans, we all fear change, but change unfortunately, is the only constant in this life. As a new boss, introduce the changes minimally, so that you do not disrupt the operations of the company. Involve your immediate subordinates in the change, and let them know what will need to happen in clear terms.

3. Reach Across the Aisle.

Every office has its fair share of politics, and for sure, their must have been forces that were hell bent on preventing you from ascending to the top. Naturally, you will be tempted to identity the enemy camp and punish them severely. However, this will only make the relations in the office go downhill. Reach across the aisle, and assure your former enemies that you will be willing to work with them, as long as they perform. Of course, there will be those who will never be swayed to your side no matter what you do, but when your work speaks for itself, they will be willing to work with you, even if they don’t like you as a person.

In sum, some companies handle succession of managers and bosses better than others. In companies that are highly structured and formal, like the Nation Media Group for example, the employees can engage with a new boss in a pretty much easier way, since the systems are already in place. However, in companies where the former boss accounted for much of the output, and where success or failure of the company is hinged on one or two individuals, succession from one boss to the next might prove a disaster. Think of the way that Starehe Boys Center fell in academic charts after the death of its founder, Geoffrey Griffins? Will the same befall Manchester United? Only time will tell.