What they don’t tell you in that job title but you really need to know
Job descriptions are boring. Research shows on average, candidates spend less than a minute, just 50 seconds in fact, reading a job description before deciding whether to apply.
Those writing job descriptions feel they do a good job. Over 70% of them feel they are clear and reflect what the role will involve.
Ask those that applied for the job and the number tumbles to near 30%.
In short if you are applying for, thinking of applying for or just stepping into a new leadership role, the responsibilities set out in the job description are just the tiniest part of what you’re getting into.
Most leaders find this out once they start the job. That's when they think their 90 day countdown begins. The smarter move is to consider your 90 days from when you apply for the job. So you beat the odds of failure and make your move a success.
Because when it comes to job descriptions and reality. That’s for you to figure out.
Or read this blog instead.
What they didn’t tell you in the job description
We all know the perils of real estate agent descriptions. That sea view? It’s there if you squint past all the neighbouring homes. Close to major transportation networks? Open your window and shake hands with commuters stuck in endless jams outside your bedroom.
Job descriptions have a similar vibe. A hopeful and optimistic description of the organisation. Sanitised because it’s so public and visible. A list of tasks. A long list of hoped for outcomes but without any clue as to the tools you have to build the new empire.
And the tools you have, to mould the clay are important. Forget the tasks.
Stepping into your new leadership role is much less about new responsibility and everything to do with your identity. And they can’t tell you what to do about that in the job description. How you approach this new role is very much down to you.
And there are plenty of hurdles along the way.
Five of the most common challenges you’ll face
🔹 Feeling Like a Fraud: You might believe you’re not “ready” yet. This sounds weird. Because after all no one forced you to apply. Yet we all have moments of buyer’s regret.
🔹 Comparing Yourself to Others: You see seasoned leaders and feel you don’t measure up. All around you, people seem to just know who they are, what they need to do. They are achieving whilst you’re still learning.
🔹 Fear of Judgment: Worrying about what others think can keep you from stepping into your full potential.
🔹 Submitting to your boss: Eager to please you allow your agenda and what you should and can achieve in the role to be determined by your boss. They have a role of course. But if they could do all this without your genuine input, what was the point of hiring you?
🔹 Trying to win too soon: Eager to prove they made the right choice, you run headlong into changing all the furniture around so people will notice you’re doing stuff. It may not be strategic or useful stuff and your energy is diverted from thinking strategically into just getting stuff done.
Leadership identity: Reframing Your Mindset 🧠
Building your leadership identity starts with flipping the script from what you lack, to the value you bring.
Think back to the job description and what attracted you to the role. What did you see from your past that you’d be able to bring to this role. When they told you that you got the job why were you chosen for this role. If you don’t know, then ask.
What do you bring that’s different and distinctive from everyone already at the organisation. What new insights and perspectives do you hold? What commonalities are there with your previous organisations but where is the difference.
Your leadership identity will form not from attempting to prove yourself, but through intention. Odd though it sounds for a job you’ve just got. Imagine when your time is done the legacy you wish to leave behind.
If all you’ve got in mind is sweeping the floors, then your legacy is a clean floor. That might be good enough for now. What makes your time in this role different than the last guy or girl. When you’ve moved on, what do you want people to say about your time in the role and how you left things?
This intent is where your leadership identity will come from.
Action Steps to Own Your Leadership Identity 🎯
✅ Adopt a Leadership Mindset: Start thinking, speaking, and acting like a leader.
✅ Clarify Your Leadership Values: What kind of leader do you want to be? Define your guiding principles.
✅ Use the BRAVER Framework:
Believe in your ability to learn and grow.
Reframe imposter thoughts into growth opportunities.
Act with courage—even when it feels uncomfortable.
Validate your progress and small wins.
Engage with mentors and role models for support.
Reflect daily on your leadership growth.
Key Takeaway 🎤
You don’t have to feel like a leader to become one. Leadership is built through action, mindset shifts, and intentional growth. Trust the process. Trust yourself.
Then you’re on the path to becoming a BRAVER leader. 💪
🎯 Ready to be a Braver Leader?
I’m Ian. I coach rising leaders, on the verge of stepping up, to prepare for and master their critical first 90 days in role with clear strategy, confidence and courage. Because when it comes to success, the first 90 matters more than ever.
I invite you to join We Brave Leaders community for weekly insights, coaching strategies, and support for your first 90 days. Free – my gift to you. 🔗
If you’re embarking on your next leadership step, check out more resources or apply to my coaching programme to become a Braver Leader.
