Adjusting to a new leader at work can make employees feel uncertain about the future. “You are accustomed to working with a particular person, his or her style, approach, what they look for from the people who they supervise,” said Mike Caldwell, executive director of TCU’s Center for Career & Professional Development. “When you have someone new … you’re going to have to relearn a lot of the things that you probably felt pretty comfortable with.”

But such changes are bound to happen; in fact, Caldwell said more frequent leadership changes are a growing trend. He shared how to navigate such changes — and even find opportunities in them.

What can an employee do to make sure a new leader knows their value?

It’s important to update your résumé, update your list of accomplishments. That way, if you have an opportunity to interview with your new supervisor about your role, you have that information readily available. It demonstrates that you are knowledgeable about your career.

You should always keep your résumé current; it will be helpful if there’s an opportunity for a progressive move at your company or an opportunity to discuss a change in your role or duties. If there is a change, you’re not spending your time trying to recall what you did two years ago.

If someone finds out a role or department is going to significantly change, what’s the next step?

If you’re excited about the role, it might be an opportunity to learn more about what the expectations are for that role. If it’s something that gives you pause, try not to be too reactive. Just like the leader coming in, you should listen, learn, find out more about what the expectation is and why it’s being done the way it is, because it may present a great opportunity for you as well.

What opportunities might new leadership bring?

When there’s a leadership change within an organization, usually that means there are also opportunities — potentially for advancement. There’s also an opportunity to revisit what your role is. If you have felt stagnant or complacent or like you’re in a rut, maybe go to the new leader about opportunities; they oftentimes may be more willing at that moment to say, “That sounds great” or to give you feedback.

You’re also starting with this great blank slate; you can go to them with a project you want to take on, or an initiative, or maybe something within your own role that you want to do differently than you did in the past.

If an employee has issues with the way things have been done in the past, is it a good idea to speak up during a transition?

I would listen to the leader, listen to the people around you, find out what the direction might be. If you had any of those concerns before, this might be a testament that they are changing, that maybe that’s something that’s being addressed. Maybe others had the same concerns that you did. I would just wait it out and see what happens.

That said, if the person coming into the new role is doing listening sessions or town halls or asking for feedback — and you’re able to deliver that feedback in a professional, direct but positive way — then definitely take that opportunity.

 — As told to Laura Samuel Meyn