As you progress in your career, it’s almost inevitable that you’ll eventually replace an ineffective, unpopular, or otherwise controversial leader. This puts you in a precarious position. You can’t alienate people, you can’t allow for negativity to spread, and you need to demonstrate your worth to a skeptical crowd. It’s a difficult tightrope to walk, but there are some ways to help make it across without stumbling. First, acknowledge the contributions of the previous leader while clearly defining the past and the future. It’s unwise to completely disregard and ignore what your predecessor did or blame them for all of the challenges the team is facing. Also, understand that most of the time, even the worst leaders’ actions were rooted in good intentions. Make space for team members to understand that and to forgive them for their shortcomings. One way to frame this is by saying, “I understand the previous manager had big aspirations, but their methods didn’t really work for you.” With that as a starting point, ask them what they want to leave behind and what can be renewed. Overall, it’s important to validate employees’ previous experiences without indulging in overt negativity. Acknowledge but keep the focus on the future.