\u201cIf you took him away I’m not sure what impact it would really have…\u201d<\/p>\n\n\n\n
Is that kind of feedback your worst nightmare? You\u2019ve been promoted and after all that effort and fanfare, you\u2019re not really sure what value you\u2019re adding and whether you\u2019re even up to the job. You have the feeling of others watching, arms folded, waiting for you to mess up, because who are you anyway?<\/p>\n\n\n\n
That was how I felt in one of my earliest leadership roles. I was brought in from outside, there to set up a shiny new unit, fresh from high profile success in a previous role. But before I had even met my new team I had created entire stories in my head about how much they resented \/ judged \/ doubted why I was even there. Being on the back foot like this meant I didn\u2019t do myself justice. Going in with fear instead of curiosity meant I didn\u2019t listen properly to what they needed. It wasn\u2019t all in my head, but I let antagonism from one or two people obscure the possibility of establishing productive, value-adding relationships with others. And perhaps worst of all, it sapped much of the joy out of the work.<\/p>\n\n\n\n
Those first few weeks and months in a new role can feel like a daily re-living of your interview where you\u2019re constantly trying to prove yourself to those around you and show them why you were chosen for the job. This can be even more acute if you\u2019re taking a leadership role that someone in the team also applied for or moving into a new context where nobody knows you. Stepping up to a more senior position already brings questions of \u2018how do I add value now?\u2019, as the increased scope and scale of what you\u2019re responsible for makes it harder to be over all of the detail. Put that transition together with an ounce of self-doubt and the imposter demon on your shoulder is screaming in your ear.<\/p>\n\n\n\n
How do we rein that in?<\/p>\n\n\n\n
\ud83e\uddd8 Relax. You got the job. You won\u2019t have all the answers yet but you have the right instincts and the potential. That\u2019s what they saw in you.<\/p>\n\n\n\n
\ud83e\udd45Take responsibility. The more senior you get the more ambiguous the definition of success can become. Instead of waiting for someone else to tell you what\u2019s expected, start to build a picture for yourself. Speak to peers, identify role models and don\u2019t forget to reflect on what will make you happy.<\/p>\n\n\n\n
\ud83e\ude7a Diagnose needs. As you take time to step back and work this out, keep in mind that the ways in which you add value will vary according to the strengths of your team and what they want and need from you. Remember to ask! See the list at the end for suggested questions for before you start, in your first week, and then regularly after that.<\/p>\n\n\n\n
\ud83e\udd33Don\u2019t hide your light. Tell your teams and leaders who you are and what you bring but also set out what you want to learn. You can\u2019t expect anyone to know your story. Be intentional: work out what you want to share and with whom.<\/p>\n\n\n\n
I did manage to set up that new unit and some months after I left my old boss got in touch to remark on the value of the work we\u2019d done (he hadn\u2019t realised at the time \u2013 I hid my light). It was also only when I moved on that a few quieter members of the team expressed their regret at what felt like a missed opportunity. Fear had clipped my wings as as a result we had never really worked out how to fly together.<\/p>\n\n\n\n
What steps do you take to establish yourself in a new leadership position? What has worked? What hasn\u2019t? Please share your experiences and suggestions in the comments.<\/p>\n\n\n\n