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Welcome to Innovate Africa With Dotun Adeoye

Infinite, sustainable growth ideas and examples for strategic thinking executives every Sunday


Innovate Africa With Dotun Adeoye Every Sunday

Infinite, sustainable growth ideas and examples for strategic thinking executives every Sunday

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Tips for effective communication during leadership transition

Leadership transition is a challenging time. In the best of circumstances, it isn’t easy to manage. It takes skill and patience to help the transition go smoothly. Here are some tips for making communication during leadership transition effective:

First, be transparent about the cause of change.

Be transparent about the cause for change. The most important thing leaders can do when communicating a transition is, to be honest about its reasons and straightforward about what led to the change. They should also be transparent about why it is necessary, how long it will take, and what the change means for everyone involved in their business or organisation. Being open and honest can help your team feel more comfortable with any changes coming down the road.

Communicate a clear vision for the future.

As a leader, it is your job to ensure that the vision for the future is clear and achievable. You should also communicate this vision to everyone in your company, not just the new leader. Everyone on the team needs to understand what success will look like when you take over as CEO.

Your vision should be something people can rally behind and get excited about achieving together. But, it should also be communicated in a way that makes sense for your organisation and its culture—not just in some generic way that doesn’t relate directly to what’s happening daily.

Acknowledge the contributions of those who are leaving.

Acknowledge the contributions of those who are leaving. This is important for everyone involved, including those staying behind and new leaders taking on roles.

It’s hard to accept change, especially when it involves the loss of people we’ve worked with for a long time. It can be challenging if you have been working closely with someone who is leaving for some time, and now you must continue without them. You may feel like your job will never be the same again or that you’ve been abandoned by someone important in helping your career progress. Your thoughts may turn to “what could I have done differently?” or “how am I going to manage without their support?”

To avoid this feeling of abandonment, acknowledge the contributions made by people who are leaving so that they feel valued even though they won’t be working in the organisation anymore. Recognise that it’s a difficult time for everyone involved: both those staying behind and new leadership taking over roles at work are likely feeling uncertain about what lies ahead—acknowledging each other’s efforts will help build trust as well as provide a foundation upon which future relationships can grow

Celebrate accomplishments and successes that involve the team and those who are staying.

As you transition out of your leadership role, it is essential to ensure that your team continues to feel engaged and connected. One way you can do this is by celebrating accomplishments and successes involving the team and those staying. This will help keep everyone’s spirits up during a challenging time.

Celebrating success will also boost morale at a critical time. Those who continue working on the same project may feel slighted if they don’t receive recognition for their hard work or contributions. By acknowledging everyone’s contributions, new team members and those who stay behind can feel part of something unique together—and confident about the future!

Investing in team-building activities is essential for a productive, harmonious workplace. So put the time and effort into getting to know each other – it’s an investment that pays dividends!

It’s important to remember that the transition is not just about the person leaving. It’s also about the team they will be leaving behind, who must learn how to work together as a new unit and become comfortable with each other before they can focus on their work. For this process to work, you must avoid rushing your employees into it by providing ample time and resources for them to get comfortable with each other and bond.

Don’t cut back on company time and resources so people can get to know each other and bond. Don’t rush the process of getting your employees acquainted with one another; instead, give them plenty of opportunities for this type of interaction during regular working hours—and even off-hours if possible!

Avoid rushing to start the new person in their role; let them develop ideas about building rapport within their new department before making any significant changes, like giving them more responsibility or power over other employees’ projects/workflows (or anything else). The same goes for you: don’t rush yourself out either—you’re still needed here!

Make sure people know what is expected of them, have the resources they need, and don’t feel alone or abandoned.

Every leader and team member should be supported with the resources they need to thrive! Clear expectations of responsibilities ensure everyone feels part of a collaborative mission, while unspoken support structures assist when transitioning into new roles. Nobody needs to feel isolated or abandoned during this process; by creating an environment where all members are seen as valued contributors working together towards shared goals, no one will ever have to go it alone.

Praise in public and criticise in private.

Praise in public, criticise in private.

Praise your team in front of others as much as possible. It will build their confidence and encourage them to work harder for you. Criticise your employees only when necessary, and do so privately—not by email or text message—so they can focus on turning the issue around. Also, don’t hesitate to allow them to address the criticism directly: “You delivered this report on time, but I felt like it was missing some key information.” Use specific examples so they have clear direction on how they can improve next time.

Transition is difficult, but communication can make it less complicated.

Transition is stressful for everyone involved, and effective communication can help make it less so. The best way to communicate during a change is by sharing information. You should not be telling people what to do; instead, you should share as much information as possible so that your co-workers can make informed decisions about the company’s future. If you have any concerns or questions about anything that’s been decided during a meeting, don’t be afraid to ask them later when things have calmed down, and there’s time for reflection.

Communication is vital in any workplace environment; however, in times of leadership transition, it becomes even more critical because it allows everyone involved—from employees to executives—to know what’s going on with their jobs and where those jobs may take them next.


Communication is vital during any transition, especially when there is a change in leadership. By following the tips above and remaining transparent with your employees, you can build trust and ensure that the transition goes more smoothly. Please get in touch if you need help with communication strategies or would like more tips. I help leaders effectively communicate with their teams and would be happy to assist you.

Who am I?

I am Dotun Adeoye, a Business Growth Strategist & Author of the 5 Pillars of Business Growth.

I’ve built up my experience via serial entrepreneurship, consulting leadership roles in business growth, business development and product innovation in large companies worldwide in the last 30 years.

Today, I consult with large businesses on how to sustainably grow their businesses, sustain infinite growth, and ensure business continuity irrespective of the business climate.

Hire Dotun Adeoye to Speak Virtually or In – Person at your company’s event to cover this or other topics. You can also get in touch via +44 203 097 1718 or dotun at dotunadeoye.com.



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