Navigating an Administration Transition

Presidential transitions can be difficult. Each administration change is different, so be ready for what’s next. Navigating a presidential transition as a federal supervisor can be more complex because you’re responsible for managing yourself and guiding your staff. Managing a new administration transition successfully can positively affect teams, organizations and supervisors.

The good thing is that agencies have transition plans. Here’s a high-level roadmap to help you and your team stay ready and resilient through the transition.

Deal With Stressors

1. Identify Stressors: Recognize the specific sources of uncertainty, discomfort, or tension that impact individuals or teams during this period of change.
2. Address Stressors: Use proactive strategies to build confidence and resilience while reducing stress.

Prepare by Building Core Knowledge

1. Understand the Transition Process: Familiarize yourself with the basics of the transition process. In addition to leadership, policy priorities and agency structures can change significantly with a new administration.
2. Stay Informed About Executive Orders and Policy Shifts: Keep up with updates related to your agency’s functions, especially if your area might be directly affected by incoming priorities.
3. Prepare for Leadership Changes: Leadership roles in federal agencies, particularly political appointees, are likely to change. Recognize that this may impact project priorities, timelines or resources.
4. Maintain Continuity of Operations: Identify critical projects that may continue regardless of administration changes and focus on maintaining quality and continuity.
5. Build Your Support Network: Connect with more experienced supervisors to ask questions and stay informed of upcoming changes.

Prepare Yourself and Your Staff

1. Encourage Resilience: Prepare your team to expect change and focus on flexibility and adaptability.
2. Emphasize Your Commitment to Psychological Safety: Remind your team that even if the agency’s mission and values may change and priorities shift, you will make every effort to create psychologically safe spaces for them to speak up without fear of reprisal or retaliation. Committing to psychological safety helps reassure them that you will be a buffer during uncertain times.
3. Review Standard Operating Procedures (SOPs): Make sure these are up-to-date and accessible to ensure that staff can continue to operate effectively, even amid changes in leadership or direction.
4. Sharpen Key Skills: By refining specific skills, a supervisor can manage the transition more effectively, maintaining stability for the team while navigating the complexities of a presidential election transition in the federal government.

Establish a Timeline for Specific Preparations

• Two Months Before Inauguration Day:
  • Conduct a Project Review: List all active projects, assess alignment with potential administration priorities and identify projects that may be at risk.
  • Communication Plan: Develop a communication plan to share updates with your staff about any anticipated changes.
• One Month Before Inauguration Day:
  • Identify Mission-Critical Work: Make sure all high-priority, mission-critical work is documented, and there is a clear plan for continuing operations regardless of external changes.
  • Discuss with Your Staff: Hold an open forum to discuss the transition. Allow for questions, clarify known facts, and encourage a culture of transparency.
• One Week Before Inauguration Day:
  • Back Up Critical Data and Files: Ensure all critical documentation, data, and SOPs are backed up, secure and accessible to prevent potential disruption.
  • Check In With Key Stakeholders: Reaffirm connections with internal and external stakeholders who can help maintain support for your projects and continuity.
• One Day Before Inauguration Day:
  • Final Reminders to Staff: Remind your team about any updated SOPs, review the plan for continuity, and encourage a calm and steady approach to immediate changes.
  • Prepare to Pivot: Be ready to initiate any swift action if there are immediate changes post-inauguration.

Staying proactive, communicative, and focused on continuity will help you and your staff navigate the transition effectively and confidently.

Deadra Welcome is the Founder and Principal Consultant of Concerning Learning LLC., where she elevates workplace culture by focusing on team cohesion, diversity and inclusion, and leadership development. Using a unique blend of instructional design, facilitation, and coaching techniques, Deadra creates tailored solutions for improved organizational performance. Using her 27 years of federal government service and nearly 30 years in the culture and performance industry, she strives to make learning extraordinary and create spaces where everyone belongs and thrives.