Why Going In Gun Blazing Is Not A Good Idea

New managers embarking on a mission within an already established team must ensure that their integration is gradual, avoiding unnecessary drama. While some may believe their past skills grant them the authority to disrupt the team, aiming to leave an indelible mark and command respect, this approach is seldom fruitful. Forced entry creates discomfort and distance from the leader.

The initial week to a month should center around ‘Observation’ and ‘Getting to Know’ the team. The objective is to ask probing questions, grasp the business landscape, gain insights into team dynamics, understand both the positive and challenging aspects, and generously praise individuals and their skills. A leader’s warmth, conveyed through facial expressions, body language, and tone, along with direct eye contact, fosters stronger relationships. This period is crucial for understanding the team on a personal level, uncovering their preferences, strengths, areas requiring support, and building trust.

Having a meticulously documented game plan, including a 3, 6, 9-month strategy, with inputs from stakeholders such as your boss, BU head, peers, support groups, and direct reports, is essential. Weekly reviews of the plan, acknowledging progress, and rectifying any slackness, ensure you stay on track. Sharing the plan’s status with stakeholders enhances your reputation as a methodical, planned, and improvement-oriented leader. Transparency is key, and if deadlines are missed due to pressing commitments, it is appropriate to inform stakeholders, demonstrating honesty and a refusal to sweep issues under the carpet. This approach is effective in workplaces that prioritize such behaviors over politics, backbiting, and toxicity.

While problem resolution may commence as early as week 3 (unless immediate intervention is necessary), radical changes should be postponed until the team has developed a comfort level conducive to trust, faith, and camaraderie. If understanding team dynamics and fostering honesty are priorities, my other article at https://shameelsharma.com/2018/09/04/how-to-resolve-trust-issues-in-your-team/ offers insights.

In summary, acquaint yourself with the team, environment, and culture before implementing changes. If things are functioning well, avoid change for the sake of change. Prioritize areas that genuinely demand attention, and when uncertain, employ a prioritization matrix for decision-making.