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What do leaders need to consider when starting a new job or role?

Last week I expressed my appreciation for the district and position I’m leaving, so it would be appropriate to evaluate what leaders should consider when starting something new. It just so happens that I am in that very position now. Over the course of my career, I have gained great knowledge and I’m comfortable with abilities, but I still have a lot to learn. The leaders who impacted me were the ones who valued me, or helped me however they could. These were not people who had all the answers. They allowed me to explore and grow; all the while offering me support. That is leadership. This week I wanted to point out a few things I am thinking about for my new role and organization.

Great leaders understand that they must listen more and talk less. When starting a new position in a new organization, we don’t have all the information. The climate and culture are unclear to us when we are new. The past practices and understanding why things are done in a certain way can and will impede change of leadership. Listen to the individuals who have been there with a guarded ear. Know that every opinion shared is not the reality. Great leaders will listen and ask follow-up questions for clarification.

When we wish to lead others, one mistake can create unnecessary disruptions to the organization. Leaders must be cautious and not change everything at once. Rather, make changes only if they are necessary. Make immediate changes when the situation is warranted, especially when it endangers staff and/or the organization. When changes happen too quickly, we will lose the trust of the people and we need our people to trust us.

Another attribute great leaders have is the willingness to roll up their sleeves and get involved, helping where they can. The people of the organization you lead will appreciate seeing you being present and helpful. Poor leaders see themselves as better and that certain tasks are beneath them. A good leader won’t make that mistake because they know the people will do more for the organization and the leader who works alongside them.

I have news for you. You’re not that smart and people know more than you. Have an open mind and a willingness to learn from the people of your new organization. Great leaders seek out people who can offer better options for the organization. Be a leader who is aware of their limitations and understandings. Be open-minded so that the right answers will be found as we involve all our people in the discussions.

What strengths and weaknesses are people sharing about your organization?    

What changes are needed that will help the people in your organization?

Where can you help or add value to the people of the organization?

How will you show you are open-minded and willing to learn?

Changing roles and leading a new group of people can be exciting. We also must remember that the people of the organization may be anxious or even scared of new leadership, because they don’t know the type of leader they will receive. This post is to remind leaders to consider the people first. Thank you, once again for checking in this week. Please leave a comment below that will contribute to this conversation.

Steven C. Bucks- Leading Conversations

~Maxwell Leadership Certified Team Member~