Change always opens the door to the unknown, especially when it involves leadership. I’ve written before about a colleague leaving, but what happens when it’s your boss? In some instances, it could be a good thing, but for those of you who have a collaborative and supportive relationship, your boss’s departure can be anxiety provoking.

Once you’ve had a few minutes to process the news, it is important to offer your support. Your boss may need you to compile information or take on an extra project or additional responsibilities in their absence. Step up and do what is asked, not just because it will make you look good, but also because you want to continue to foster that collaborative and supportive relationship.

But how do you allay your anxiety about the replacement? The best way is to be open-minded. Every employee brings their skills and talents, as well as their weaknesses to their job, your boss included. A new boss will be different, and that’s a good thing. A new boss will bring new skills and new talents to the position. Yes, you will need to adapt to a new management style, new expectations, and even new weaknesses, but if you approach the transition with a positive and excited attitude, your outcome is much more likely to also be positive. In other words, give the new boss a chance, help them shine, and in return, you will also shine.

Keep in contact with your prior boss, but do not talk shop, “Oh, can I tell you what the new boss did yesterday in our staff meeting?” That is tantamount to gossip. Keep conversations about the new boss limited to short positive statements. For example, “Things are going well, thanks for asking.” You don’t want to come off as a tattle-tail, nor do you want to make your former boss feel bad about leaving. That doesn’t mean you over state either because that could make your former boss feel as if their exit should have been sooner. Put yourself in the shoes of both your former and new boss and think about what they would want to hear. Most former leaders want to know their team is doing well, and most new leaders want to know their team is supportive. Taking an empathetic approach will always help you choose the right approach.

Conversely, what happens when you and your new boss do not see eye to eye? First, look at yourself? How can you help the new leader with the transition? How can you communicate better or differently? Are you being too pushy, telling your boss how it should be versus being open to their fresh ideas? If you are being helpful, open, etc., then perhaps schedule a sit down and talk about their expectations, etc. In many cases, this approach will prove successful and allow for a re-boot, but there are times when personalities don’t mesh and no matter what you do, the relationship is not going to flourish. Some new leaders intend to bring in their own staff over time, which means the new boss may have little, to no, intention of putting forth much effort in growing their relationship with you. In either of those situations, you have few options other than to look elsewhere in the company or outside the company. If this becomes your option, keep in mind that you do not want to burn any bridges, so while you are in the process of looking elsewhere, make yourself indispensable by working hard and be a peak performer.

如果你是在上述情况下选择离职的，那么你完全可以联系你的前老板，建立人际关系，并寻求一封推荐信。小心不要对你目前的情况过于诚实，同样要保持你的回答简单。例如，“我认为我们只是工作风格不同”或者“我认为玛丽对这个部门有不同的看法，我最好还是去别的地方看看。”说新老板的坏话不会让你在任何人那里获得加分，而且还会让你的新老板知道，这可能会让你被解雇。

大多数人不喜欢过渡，但没有理由说你不能通过这个过程获得成功。记住要保持积极，提供你的帮助，并在新JDB电子领导掌权时保持开放的心态。如果事情进展不顺利，在自我反省之后，你还有选择。

最好的，