To minimize antagonism during leadership transition, what may be necessary?

• A. Become aggressive
• B. Move to a new unit
• C. Make personal changes
• D. Do nothing

Answer: (C)

During leadership transitions, reducing antagonism comes from adjusting how you lead and how you interact with the team. Making personal changes means taking a close look at your own behavior, communication, and decision-making style and tailoring them to fit the unit’s needs. This involves listening actively, seeking input, explaining decisions clearly, staying consistent and fair, and showing respect for the team. When you demonstrate transparency and collaboration, you build trust and reduce the fear and defensiveness that often accompany change, which lowers resistance and smooths the transition.

Becoming aggressive would likely increase conflict and distrust. Moving to a different unit might avoid the friction, but it doesn’t address the underlying dynamics or establish legitimacy with the current team. Doing nothing leaves uncertainty and tension unresolved. So, making personal changes is the most effective way to minimize antagonism during a leadership transition.