Every leader has a reason for stepping into a role of responsibility. Maybe it was the opportunity to make a meaningful impact, or maybe it was a step toward personal growth. For me, I remember the moment I took on my first leadership role—equal parts excitement and uncertainty. I wanted to step up, to make a difference, but I also felt the weight of new expectations and the pressure to prove myself.
Leadership can be overwhelming, especially in those early days when you’re trying to figure out what’s expected of you while balancing the weight of responsibility. It’s common to wonder where to begin and how to navigate this unfamiliar territory. The first steps you take as a new manager are crucial—not just for your success, but for the trust of your team.
Here are key areas to focus on during your initial weeks and why they matter
Build Relationships, Not Just Authority
As a new manager, it’s easy to assume that the authority of your title will naturally grant you influence over your team. While a leadership title may give you positional authority, it doesn’t guarantee trust or respect. These are things you earn—and the key to earning them lies in building genuine relationships with your team members.
Why it matters: When people feel heard and valued, they’re more likely to collaborate and support your vision. Take the time to understand each team member beyond their job descriptions. Schedule one-on-one meetings early on to learn about their career goals, work styles, and even personal interests. Ask thoughtful questions like:
- What motivates you to do your best work?
- What obstacles or challenges have you faced recently?
- What support do you need to succeed?
These conversations not only help you understand what makes your team tick, but also show that you value them as individuals, not just as contributors to the team’s output.
Observe Before You Act
When stepping into a new management role, the instinct to make immediate changes can be strong. You may want to prove your capabilities, fix inefficiencies, or put your own stamp on the team’s processes. However, the most effective leaders resist this urge. Instead of rushing to make decisions, they take a deliberate step back to observe and understand the existing dynamics.
Why it matters: Rushing to make changes without context can disrupt the team’s rhythm and lead to resistance. Thoughtful observation helps you make informed, impactful decisions.
Clarify Expectations—Yours and Theirs
Whether you’re leading a team you inherited or starting fresh, clarity is key. It’s a mistake to assume your team knows what you expect or understands your priorities automatically. They can’t read your mind, and misaligned assumptions can lead to confusion.
Define what success looks like for you and for your team. Ensure that every team member knows their specific role and how they contribute to the team’s success. Encourage team members to share feedback about what’s working and where more clarity might be needed.
Why it matters: Misaligned expectations are one of the quickest paths to frustration. Open communication ensures everyone is moving in the same direction.
Balance Confidence with Humility
Leadership doesn’t mean you need to have all the answers. Be confident in your ability to guide, but remain humble enough to learn from your team. Asking questions and seeking input shows you value their expertise.
Why it matters: A manager who is approachable and willing to learn creates an inclusive and innovative environment.
Prioritize Self-Reflection
It’s easy to focus all your energy outward—on the team and the tasks. After all, leadership often feels like a role of service, where your primary concern is supporting others. But here’s the reality: to be an effective leader, you must also turn inward and invest in your personal growth through regular self-reflection.
Set aside time each week to assess what’s working, where you can improve, and how you’re showing up for your team.
Why it matters: Self-awareness is the cornerstone of growth. Reflecting on your leadership style helps you course-correct and build confidence.
Don’t Go Through It Alone
The first 90 days in a management role are often filled with self-doubt and moments of imposter syndrome. But you don’t have to navigate this journey on your own. Whether you’re transitioning from being a peer to a manager or stepping into a leadership role for the first time, the right guidance can make all the difference.
That’s why we’re hosting a free webinar, “Level Up Your Leadership Potential: Confidently Lead Your Team in 90 Days” on Tuesday, February 18, 2025. This session is designed to help new and transitioning leaders overcome imposter syndrome and self-doubt in the first 90 days in leadership roles.
Take the first step toward becoming the leader you aspire to be. Register now and join us for an engaging and supportive conversation that will equip you with actionable strategies to confidently lead your team.