“It’s up to you to know where that line is. What are your non-negotiables? That’s something to think about before you dive into a new job.” Carter Cast

Read or listen to this interview with Ty Wiggins, PhD, who is the lead for the CEO and executive transition practice at Russell Reynolds Associates

https://www.hoganassessments.com/blog/leadership-transitions-advice-new-ceos

which includes '“The top regret is always, ‘I would have moved faster on that executive team,’” Ty reported. “Getting the team right is a key lever for a CEO’s ability to perform, change, and deliver.” Data from The New CEO indicate that it took an average of 2.8 months before the CEO made the first change to the executive team. It took 9.2 months before the final team was in place'

The common mistakes new leaders make

Transitioning into a leadership role, especially within the critical first 90 days, is fraught with challenges. Understanding common pitfalls can be instrumental in navigating this period successfully. Here are some common mistakes new leaders make that can lead to derailment, and how to avoid them:

1. Failing to Establish Clear Priorities

Mistake: New leaders often try to tackle everything at once, without distinguishing between what is urgent and what is important, leading to burnout and inefficiency.

Avoidance: Take time to understand the strategic objectives of the organization and align your priorities accordingly. Focus on key initiatives that will have the most significant impact, and communicate these priorities clearly to your team.

2. Neglecting to Build Relationships

Mistake: Overlooking the importance of building strong relationships with direct reports, peers, and superiors can isolate a new leader and hinder collaboration.

Avoidance: Actively seek to build rapport and trust with your team and colleagues from day one. Schedule one-on-one meetings, participate in informal gatherings, and show genuine interest in others' perspectives and concerns.

3. Overlooking Organizational Culture

Mistake: Failing to understand or adapt to the existing organizational culture can result in resistance to change and undermine a leader's effectiveness.

Avoidance: Spend time observing and learning about the organizational culture. Seek feedback and guidance from mentors or more experienced colleagues to navigate cultural nuances successfully.

4. Making Changes Too Quickly

Mistake: Implementing major changes without fully understanding the context or involving key stakeholders can lead to pushback and can disrupt operations.

Avoidance: Before making significant changes, take time to assess the current situation thoroughly. Engage with stakeholders to gather insights and build consensus around the need for change.

5. Not Communicating Effectively

Mistake: Under-communicating or communicating ineffectively about visions, plans, and expectations can lead to confusion and misalignment.

Avoidance: Develop a clear communication plan that outlines how and when you will communicate key information. Be transparent, and ensure that your messages are consistent and align with organizational values and goals.

6. Ignoring Feedback

Mistake: Disregarding feedback from team members and colleagues can result in missed opportunities for improvement and can erode trust.

Avoidance: Actively solicit feedback from a diverse range of voices within the organization. Listen attentively, consider the feedback carefully, and take appropriate action when necessary.

7. Failing to Delegate

Mistake: New leaders often feel the need to prove themselves by doing everything themselves, which can lead to burnout and limit their team's development.

Avoidance: Trust your team members by delegating tasks and responsibilities. This not only helps manage your workload but also empowers your team and aids in their professional growth.

8. Lacking Adaptability

Mistake: Being rigid in one’s leadership style or decision-making process, without considering the dynamic nature of the organization, can hinder a leader’s success.

Avoidance: Be flexible in your approach and open to new ideas. Adapt your leadership style to suit the situation and the needs of your team and organization.

9. Stuck in the Past

Mistake: Frequently referencing "how we used to do things" at their previous companies. This can unintentionally signal a lack of respect for the new company's current methods and undermine the leader's ability to build trust and rapport with their new team. It may also stifle innovation and creativity by suggesting a preference for past methods over new ideas.

Avoidance: Effective leaders should focus on understanding and appreciating existing processes while gradually introducing proven strategies from their experience in a respectful and collaborative manner.

10. Blanket Dismissal of the Past

Mistake: New leaders often mistakenly dismiss most or all initiatives that predate their arrival as failures without a thorough evaluation, potentially disregarding valuable insights or progress made before their arrival. This approach can alienate team members who have invested in these initiatives and overlook opportunities to learn from past efforts.

Avoidance: Effective leaders should focus on understanding and appreciating existing processes while gradually introducing proven strategies from their experience in a respectful and collaborative manner.

Conclusion

The first 90 days in a leadership role are crucial for setting the tone for your tenure. By being aware of common pitfalls and actively working to avoid them, you can build a strong foundation for successful leadership. Remember, leadership is a journey of continuous learning and adaptation; staying mindful of these common mistakes and maintaining a proactive, reflective, and strategic approach will help you navigate your new role effectively.

"Typically the more senior the role, the less structured the onboarding process. The key is to think like an organization and take responsibility for our own onboarding." Ed Batista

Compensating for Onboarding lapses

The onboarding process for new leaders often focuses on administrative tasks, leaving significant gaps in areas critical for leadership success. Recognizing and compensating for these gaps is essential for a smooth transition into your new role. Here are common gaps and strategies to address them:

Gap 1: Lack of Clarity on Strategic Objectives

Common Issue: New leaders might find that the onboarding process does not provide a clear understanding of the organization's strategic objectives and how their role contributes to these goals.

Compensation Strategy: Proactively seek out information on the organization's strategic plans. Schedule meetings with senior leaders and peers to discuss their perspectives on strategic objectives and your role in achieving them. Review annual reports, strategic documents, and any available performance data to gain insights.

Gap 2: Incomplete Understanding of Organizational Culture

Common Issue: Onboarding often fails to adequately convey the nuances of an organization's culture, including unwritten rules, work norms, and expectations.

Compensation Strategy: Dedicate time to observe interactions and ask open-ended questions to colleagues at different levels. Participate in a range of formal and informal activities to immerse yourself in the organizational culture. Seek a mentor within the organization who can provide insights into cultural norms and expectations.

Gap 3: Limited Networking Opportunities

Common Issue: The structured onboarding process may not facilitate enough networking opportunities with key stakeholders across the organization.

Compensation Strategy: Take the initiative to identify and reach out to key stakeholders, setting up introductory meetings to build relationships. Attend organizational events, seminars, and other gatherings to expand your network. Engage in cross-departmental projects or committees to meet colleagues from different areas of the organization.

Gap 4: Insufficient Knowledge of Team Dynamics and Individual Strengths

Common Issue: New leaders often receive little information on the dynamics of their team, individual team member's strengths, and areas for development.

Compensation Strategy: Conduct one-on-one meetings with each team member to learn about their roles, achievements, challenges, and career aspirations. Use team meetings to observe interactions and dynamics. Consider utilizing team assessments or workshops to gain deeper insights into team strengths and areas for improvement.

Gap 5: Unclear Expectations and Success Metrics

Common Issue: Onboarding processes may not always clarify expectations for the new leader's role and the metrics by which success will be measured.

Compensation Strategy: Request a meeting with your direct supervisor to discuss expectations, success metrics, and any available benchmarks for performance. Set up regular check-in meetings to ensure alignment and adjust as necessary based on feedback.

Gap 6: Lack of Feedback Mechanisms

Common Issue: New leaders might find there are no established mechanisms for receiving feedback on their transition and early performance.

Compensation Strategy: Proactively seek feedback from your supervisor, peers, and team members. Establish a culture of open communication within your team, encouraging regular feedback exchanges. Consider setting up a 360-degree feedback process after your first few months.

Conclusion

While the typical employer onboarding process can leave gaps in areas crucial for leadership effectiveness, proactively seeking clarity, building relationships, immersing yourself in the organizational culture, and establishing clear expectations can significantly enhance your transition into a new leadership role. Remember, successful onboarding is a two-way process that requires active engagement and initiative from the new leader.