READ TIME – 6 MINUTES
As we prepare to officially welcome King Charles III and Queen Camilla to the throne on Saturday 6th May, we greet a new chapter in the history of the British monarchy. This change involving the King’s Coronation is one that a large portion of the population is unfamiliar with.
Many of us were so accustomed to the rule of the late Queen Elizabeth II. In fact, at the time of her sad passing, a reported 9 in 10 living humans were born after she became Queen.
The King’s Coronation is not only a time for celebration for the nation but also a time for reflection on our personal lives. There are several parallels between welcoming a new ruler and welcoming a new manager at work.
Leadership change is something many of us go through in our professional lives. Leadership changes at work can be frequent, depending on the industry. As a result, frequently adapting to new leadership styles can cause stress and struggle.
So as we prepare to witness the King’s Coronation, let’s discuss how we can use this opportunity to learn lessons about our own lives.
Here’s how the Coronation of King Charles III can help you adapt to new leadership styles.
Have An Open Mind
When preparing to welcome a new leader into our lives, we often lose sight of the significance of leadership change.
Sometimes leadership changes are forced, sometimes they occur naturally. Regardless of the reasons, we should always try to approach the situation with an open and positive mindset.
We can often let other thoughts clog up our headspace when we learn of a new leader…
“Will they like me? Are they going to lead or manage the team? Will I have the same responsibilities as before?”
These may be valid concerns, but we shouldn’t immediately jump to conclusions. Let them have time to settle in, warm up to the role and showcase what they can do before you pass judgement on them. They’ve shown those in the most senior positions that they were capable, so approach the situation with an open mind and trust their judgment.
Just like at the King’s Coronation, the public will be opening their minds to the possibilities a new leader can bring to the nation. King Charles will need time to embed himself and show people his leadership style. This can only be achieved if the public adapts to change.
Don’t Compare Them To The Previous Leader
This can be tricky, as we naturally draw comparisons between two similar things.
Comparisons are okay when analysing products, services or experiences, but comparisons between people can often be unfair.
No two people are the same, and all leaders will be different. The King’s Coronation allows us to learn lessons and move away from the path of comparison. King Charles may have the same responsibilities, but he will ultimately lead differently from the late Queen Elizabeth.
And that’s okay.
Whether you were best friends with your old boss or you were glad to see them go, don’t carry any unfair baggage over to the new leader. You should treat a change in management as a clean slate and give the new boss the respect they deserve.
His Majesty The King will ultimately see some comparison to his late Mother, so we should try our best to avoid comparing new vs old leaders in our lives.
With senior and management level positions, it can be easy for inexperienced employees to fall into the trap of “They must be so confident to be a manager.”
Whilst being a great manager requires confidence in one’s own abilities, it would be dismissive to say that leaders do not worry about work.
Leaders, especially ones who may be stepping into their first senior role, experience nerves just like anyone else when entering a new role.
The pressures of working for a new company, meeting a team of people, adapting to a new environment and working towards targets can cause leaders lots of stress. Leaders get worried about getting off on the right foot and building strong bonds with everyone around them.
Try to place yourself in their shoes and empathise with their worries. By showing support to your new leader, you can help them start strong and pave the way for your success as a team.
Take the King’s Coronation: Charles was only four when his Mother became Queen. He has had the pressure of being the future king on his shoulders for 70 years! Considering how popular the late Queen was with many members of the public, he has some big shoes to fill.
If you closely follow the Royal Family, try taking the empathy that you feel for King Charles and applying it to a new leader at your work. Whilst the scale of the handover may be much smaller, they’ll still feel similar emotions when starting their new role.
Learn Their Leadership Style
Just because your new boss may do things differently from how you’re used to doesn’t mean the end of the world. In fact, showing an eagerness to engage with and learn about your new leaders may work in your favour.
Showing a willingness to work closely with a new leader could increase productivity levels at work. By aligning yourself with the vision at the beginning of the process, you can get ahead of the curve and adapt to new leadership styles.
Asking questions and getting involved with discussions can be a great way to understand the visions and beliefs of your new leader.
There are some parallels between the King’s Coronation and leaders establishing clear morals and goals. For example, King Charles has a strong stance on environmental issues which he has pressed for over five decades in his role as a Prince. Whilst he must now remain politically neutral as Head of State, he used his leadership skills and voice as Prince to discuss issues he cared about.
If you can understand new business visions, try to actively get involved so you can work towards achieving your goals right away.
Using the King’s Coronation To Adapt To Business Change
The King’s Coronation is a monumental occasion for the nation, but there are a lot of lessons that businesses, employees and leaders alike can take from this historic moment.
Greeting the arrival of a new leader can bring many challenges for all involved. It can lead to a change in how you complete tasks and interact with your team.
But these changes don’t have to be negative.
Leadership changes can drive growth, develop new ideas and bring exciting opportunities. To achieve this, you must be willing to embrace a new leader and the changes that come with their arrival.
If your team needs support adapting to new leadership styles, why not explore our training solutions to help drive your business to new heights?