Today’s Morning Buzz is by Alex McKnight, Business Manager for Buncombe County Public Safety Communications in Asheville, N.C. Connect with Alex on LinkedIn.
What I’m reading: “Tier One” by Brian Andrews and Jeffrey Wilson, “The Consulting Bible” by Alan Weiss
What I’m watching: “Reacher & Invincible” (Amazon Prime)
What I’m listening to: “Hurry Up Tomorrow” by The Weeknd and all things hip-hop
COVID-19, department mergers, the Great Resignation, a nationwide 911 staffing crisis, and Hurricane Helene. All in five years, under four different 911 leaders. Talk about change management…
Change is inevitable in local government. Whether driven by political shifts, economic pressures, or community needs, change arrives quickly and without warning. In my 13 years in public safety, I learned that leadership isn’t just about managing change—it’s about strategically aligning people, processes, and resources to ensure that change results in progress, not chaos.
I currently work under the newest 911 director, a leader with a clear vision, a direct approach, and a mandate to make swift improvements. While this kind of leadership is energizing, it is also disruptive if not handled properly. For me, the challenge is clear: How do I align with this new direction while ensuring that my department’s needs remain at the forefront?
Adapting to Leadership Transitions
The key to navigating leadership changes—whether you’re the new leader or adjusting to one—is to approach them with strategic alignment in mind. Here are four principles that help me turn transition periods into opportunities for growth:
1. Support the Mission, Support the Team
In public safety, teamwork is everything. The best teams don’t compete against each other—they move in sync toward a shared goal. When leadership changes, employees either dig in their heels or passively wait to see how things shake out. Instead, I focus on finding ways to support my new director’s vision while ensuring my team has what they need to succeed. By proactively aligning my work with the department’s new direction, I help ensure a smoother transition for everyone.
2. Simplify the Complex
When a new leader arrives, ideas, changes, and initiatives surge. Teams become overwhelmed and lose focus if priorities aren’t clear. My approach? Identify the most critical priorities and execute on them first. Not everything needs to be done at once. For our 911 department, I focus on securing funding for key projects, maintaining operational stability, and ensuring staff has the necessary support. Prioritizing effectively keeps the transition structured and manageable.
3. Empower Others
Strong leaders don’t just make decisions; they build a culture where people at all levels feel empowered to lead. During our department’s transition, I ensure my team feels ownership over their work, giving them the confidence to step up and adapt to new expectations. By ensuring that decisions aren’t bottlenecked at the top, we maintain momentum and avoid paralysis in the face of change.
4. Gain Buy-In: Build Bridges, Not Resistance
One of the biggest mistakes leaders make during transitions is assuming that authority alone drives change. In reality, change is only successful when people believe in it. Gaining buy-in from your team, peers, and leadership is critical. I focus on communicating the “why” behind decisions, listening to concerns, and showing how new initiatives benefit the department. When people feel heard and understand the vision, they are far more likely to engage, support, and take ownership of the process rather than resist it.
Building Something That Lasts
Change in government isn’t just about reacting to what’s happening today—it’s about building systems and strategies that will continue serving the community in the future. Right now, I focus on creating strong, sustainable programs within our 911 department—programs that bring value to the county and position us as a leader in public safety communications. The more we demonstrate our impact, the more support we gain from leadership, the community, and policymakers.
In the end, leadership isn’t about having all the answers. It’s about being clear in your mission, adaptable in your approach, and relentless in execution. Whether you’re leading change or adapting to it, the most important thing is to keep moving forward—with purpose, with strategy, and with a commitment to those you serve.
What strategies help you navigate leadership transitions in your organization? Let’s connect and continue the conversation.