We just hired a highly experienced external executive to lead our operations, but our legacy managers are bypassing them and coming straight to me with their issues. How do I stop this end-run behavior and establish the new leader's authority?

Question

Tyler Smith · Accepted Answer

Every time you answer a question or solve a problem for a legacy manager who bypassed their new leader, you are actively undermining that leader's authority. You are teaching your team that the new Accountability Chart does not matter and that you are still the ultimate bottleneck. This behavior will quickly alienate your new executive and stunt your company's growth. To break this habit, you must implement a strict policy of redirection. When a legacy manager comes to you with an operational issue, your response must be immediate and consistent. Ask them if they have discussed the issue with their new leader. If they have not, direct them to do so immediately and end the conversation. Additionally, meet with your new executive to ensure they have the tools and support they need to build relationships with the legacy team. Reinforce that they own the seat and have the authority to manage their department. By consistently forcing communication back through the proper channels on the Accountability Chart, you will establish the new leader's authority and free yourself to operate at a higher level.