Couple questions and suggestions for your consideration: Were you part of the succession planning for your role? (If not, you have a great opportunity (and I'd go as far to say - a responsibility) to engage in identifying and preparing potential successor(s). (If you moving forward is dependent on your successor - that is key must for you to focus on.)
The key to colleagues not perceiving you as a lame duck is in your behavior (and results) - and through meaningful relationships with them. Suggest you rebase with each to express your commitment to the org and its outcomes, and your support of each of them - which then needs to be demonstrated in your behavior/actions. (ie, what's most important for them and how can you help/support them with that - ideally that's mutual and they will do the same for you if they believe you are authentic and you are indeed getting things done.)
Lastly - be clear on your personal goal here -- what it is you want - and why? - then identify the gap and make an action plan to get you there/move you forward. Alternatively - consider if is there opportunity to reinvent this in your current role/org - or is it sincerely about growth and challenge for you in a new org and role? But in order for you to be supported by others in your org - you must demonstrate your value and commitment. (Meaning - do they experience and perceive you as effective - to know - takes courage to ask, sincerely listen - then take action accordingly.) Best wishes in your reflection, decisions and journey!
Is this answer helpful? Schedule a free consultation with Sara.
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