When you step into a leadership role in an organization you didn’t grow up in, especially one with a strong legacy culture, your challenge is to drive change while simultaneously building trust. Here’s how to do both.
Observe before you act. Legacy cultures are often defined by unspoken norms, insider language, and invisible power structures. Your first priority should be to learn how things work. Pay close attention to who influences decisions, which traditions carry weight, and how conflict is managed. Showing curiosity and respect helps you gain credibility before pushing change.
Align with purpose, not pedigree. You may not share the same background as long-tenured colleagues, but you can build trust by showing commitment to the organization’s mission. Study its history and values, then look for authentic ways to contribute that demonstrate shared purpose.
Use your outsider lens strategically. Your fresh perspective is a big part of why you were hired—but don’t rush to diagnose or fix. Instead, share observations as questions or hypotheses. Tie your insights to the company’s strategy, not your past experience. This encourages dialogue without triggering defensiveness. |
