I’m certain that most of us have worked with a new leader who has joined the team from another company and brings a whole new batch of experiences, perspectives, and ideas. I’m also certain that you may have heard questions like “Why do we do it like this?” or “Have we considered doing things this way?”. And, I’m going to guess at some point you’ve given into a deep sigh – whether internal or external – as you think “here we go again”. If there have been several leadership changes there may even be an accompanying eye roll.

 

“Good leaders develop ideas. Great leaders develop people.  The best leaders develop new leaders.”

– Bobby Umar

 

I’ve been there too.  I’ve also been the new leader coming into a team. While I try to learn from experience, I am human and I accept that I am not perfect, so I’ve likely caused some of these reactions myself. What I have learned over the decades, and mindfully put into practice, are a few approaches to being the ‘newbie’ who shows-up with a learning mindset.

 

Respect the past

There are reasons why a company, team, or individual is where they are. Years of decisions have led to experiences and outputs.  Just because you are new, doesn’t mean you have the magic answer that was never considered and will ultimately change the way people think, act, and work. It’s quite likely great leaders have tried before, so enter with respectful inquiry about the past. Remove ‘why’ from questions, so that your approach is less likely to generate annoyed or defensive responses. 

Consider questions such as:
  • How did the company begin? 
  • What journey has it followed?
  • What are key learnings along the way?
  • What worked well? 
  • What didn’t work so well?
  • How did that come to be?

 

Be curious about the present

The past has led to the present state.  The biggest error a new leader could make is to assume things about the present.  The learning mindset must continue to lead in order to gather the whole picture of how things are today.  Whether you are being curious about the company, your team, or an individual may i suggest that you once again be intentional about the questions you ask. 

Some sample questions that can yield helpful insights may include:
  • What are current priorities?
  • How is time spent?
  • What fulfills you? 
  • What drains you?
  • What is needed to continue progress?

Envision the future

Ideas and plans for an even better future don’t have to come from the new leader, many are just waiting to be uncovered and championed among those who’ve grown with the company.  Tap into the collective wisdom of the team and be open to new possibilities together. 

Some people may be quieter than others and will welcome the opportunity to share and be heard through questions like:
  • If you could change one thing, what would it be?
  • What is something you’ve always wanted to do, but haven’t?
  • What do you envision for the future?
  • What do you want the team to be known for?

 

No matter what new role you step into, remember to respect the past, be curious about the present, and envision the future together.  An approach such as this will help to generate inclusivity, buy-in, and motivation to move forward together.  Then you can focus on discovering the leaders around you because it really isn’t about you.  A leader isn’t a leader until they have created space for and championed other leaders to emerge.