Stepping into a leadership role and inheriting a new team can feel like being handed the keys to a vintage car—exciting but fraught with the potential for unexpected challenges. As a consultant with over a decade in the HR and people function space, I’ve navigated this terrain numerous times, helping start-ups and growing companies lay strong foundations for their people and culture strategies. Here are some tips, peppered with anecdotes and a dash of British humour, to help you transition smoothly into your new role.
1. First Impressions Matter, But Don’t Rush to Judge
When you first meet your new team, resist the urge to make snap judgments. Each person brings a unique set of skills and experiences to the table. One of my early consulting gigs involved a tech start-up with a notoriously difficult development team. Their previous manager had labeled them as ‘unmanageable.’ However, after taking the time to get to know them, I found they were just incredibly passionate about their work and needed more autonomy rather than micromanagement.
2. Communication is Key
Open, honest communication sets the tone for your leadership. Hold one-on-one meetings with each team member to understand their roles, challenges, and expectations. I recall working with a team where one of the members felt her ideas were consistently overlooked. A simple conversation revealed her frustration, which was easily addressed by ensuring her contributions were acknowledged in meetings. This not only improved her morale but also sparked some brilliant campaigns.
3. Set Clear Expectations and Goals
It’s crucial to establish what you expect from your team and what they can expect from you. This includes setting short-term and long-term goals. During my time with a healthcare start-up, we set a 90-day plan to streamline operations, which included clear, measurable objectives for each team member. This provided a sense of direction and allowed for quick wins that boosted team confidence.
4. Foster a Culture of Trust and Collaboration
Building trust takes time, but it’s the cornerstone of a successful team. Create an environment where team members feel safe to share ideas and take risks. I once consulted for a retail company where the team was reluctant to speak up due to a fear of criticism. Introducing a ‘no idea is a bad idea’ policy during brainstorming sessions transformed the team dynamic, leading to innovative solutions and a more cohesive unit.
5. Embrace and Manage Change
Change can be unsettling, especially if your team is used to a different management style. Be transparent about any changes you plan to implement and involve your team in the process. When working with a finance start-up, I inherited a team resistant to new software tools. By involving them in the selection and implementation process, we eased the transition and increased buy-in.
6. Leverage Your Experience and Be Adaptable
While your past experiences are valuable, each team is unique. Be adaptable and willing to learn from your new team. In one of my roles, I walked in with a tried-and-true strategy that had worked wonders elsewhere. However, I quickly learned that this team had different dynamics and needed a tailored approach. Flexibility and willingness to adapt are key to finding what works best for your new team.
7. Celebrate Successes and Learn from Failures
Recognise and celebrate your team’s achievements, no matter how small. This builds morale and motivates the team to strive for greater success. Conversely, when things don’t go as planned, use these moments as learning opportunities. Share stories of past failures and how they were overcome to build resilience and a growth mindset within your team.
Inheriting a new team is a journey filled with opportunities for growth and development, both for you and your team members. Approach it with an open mind, clear communication, and a touch of humour, and you’ll be steering that vintage car smoothly in no time.
