Do you have a plan in place if you’re a newly promoted leader, or if you’re the leader of a newly promoted team member?

Specifically, what do you do? How does the transition occur? Who is actively involved? What’s the process?

Questions and Considerations For New Leaders

If your actions inspire others to dream more, learn more, do more and become more, you are a leader.
–John Quincy Adams

If you’re a new newly promoted leader, ask:

  • What are your new roles/responsibilities?
  • What are your individual goals?
  • What are the goals of the department?
  • How are goals measured?
  • What are the team strengths?
  • What are the biggest challenges you’ll face?
  • Do you need to “up” or acquire any new skill-sets?
  • Who could be your mentor?

And, ask your team members for their perspective. This provides you with an opportunity for one on one time and will help you build relationships. It also lets the team know you’re willing to listen, and that you care.

  • What do they view as the team strengths?
  • What area(s) would they recommend be developed or have process changes?
  • What do they appreciate most in a leader?
  • How can you best lead the team?

If you’re the leader of a new newly promoted team leader, provide:

  • Role clarity and expectations
  • Individual and team goals
  • Known challenges ex. Goals, vendors, internal or external customers
  • Reward and measurement processes
  • Conduct weekly update meetings. Keep them brief but be available, ensuring a smooth transition and removing a sense of abandonment
  • Conduct a monthly one on one. Share expectations, obstacles, general perceptions, and jointly create a development plan

Leadership is about “taking others where they’ve never gone before and would not go on their own.” Have a transition plan in place and help make becoming a successful leader a reality.

BONUS – QWIKTIP – Click to read how to SHARE YOUR VISION