Avoid these five mistakes new leaders make
TL:DR
Starting a new leadership role is exciting and overwhelming. The first 90 days are crucial. Leaders stumble due to five common mistakes. Trying to do too much too soon, neglecting relationships, failing to adapt to the new culture, avoiding feedback and missing the small wins.
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You got the job! Now the hard work begins.
Anticipation quickly morphs into a wave of excitement. And a weight of expectation.
Whether you’re just starting a new leadership role or contemplating a change you want that transition to be the best, ever.
Because those first 90 days are critical.
Because there’s no time to lose.
Because you can never get back the privilege of being the new kid on the block.
Because you will never get that time back.
You need to be a Braver Leader. If that sounds good, this one’s for you.
It’s all happening so fast!
The average process for hiring someone in the UK is 56 days.
Assuming you’re the lucky one that got the job, by the time you’ve factored handing in your notice, leaving the old place in good shape for your successor, completed referencing, vetting – it can easily take 90 days before you even get to start.
Naturally during that time, you give the new role some fair thought.
The anticipation is building.
They’ve been expecting you, waiting for you, anticipating your arrival. You’re under pressure to prove yourself, build trust, create momentum.
Like a nervous runner on the starting blocks, facing into a 100m sprint – you hear the starting pistol and what should be the best sprint of your life becomes a fumble and stumble of misplaced energy.
These are five most common avoidable mistakes new leaders make in transition and how to use the BRAVER framework to steer clear of them.
1. Trying to Do Too Much Too Soon
Most leaders arrive on the job with a dream list of things they want to get stuck in to. All too quickly, they start to discover a long list of things left by their predecessor. It’s tempting to hit the ground running and show everyone their trust and faith in hiring you has been rewarded by a new superhero on the scene that tackles and solves every problem in site.
But is often leads to spreading yourself too thin, leading to distraction, lack of focus, burnout and diluted impact.
BRAVER actions: Focus on a a set number of key priorities that will create the biggest impact. Be strict with this number. If you’ve eight fingers and two thumbs then ten’s a good maximum number.
Use the first 30 days to observe, listen and learn. If you spot something that needs to be a new priority, ruthlessly shift something down to number 11. Break your 90 days into a 30,60- and 90-day plan so you get a mix of early quick wins leading up to longer term strategies.
BRAVER Insight: Start by Building Relationships with your team and stakeholders. Understanding their perspectives will help you identify what truly matters and where your energy is best spent.
2. Neglecting Relationships
In the rush to deliver results, many new leaders overlook the importance of building trust and rapport with their teams and peers. The age of the mega corporation is over.
These days power is distributed across an organisation. You can have the best ideas, but if you can’t find the source of power and resource, nothing will get done.
If you want results, you have to invest in relationships, avoiding misunderstandings and missed opportunities.
BRAVER actions: Get your one-on-one meetings scheduled early. Be curious about your team’s challenges, goals and expectations. Listen lots, talk less. Listen not just to words but the meaning behind them. Pay attention to where words and behaviour don’t match up.
BRAVER Insight: Relationships are the foundation of your leadership success. Prioritize Energizing and Empowering Others by recognizing their contributions and involving them in decision-making.
3. Failing to Adapt to the New Culture
Every organization has its own unique culture, norms, and unwritten rules. Leaders who charge ahead without taking the time to understand these nuances risk alienating their teams or making missteps.
Does that mean rolling over on your principles? No. But take care to pay respect to the old guard. You may see a way of improving on their work, but noticing and working with the flow will get you there faster.
BRAVER Actions: Spend time observing and learning about the organization’s culture. Pay attention to how decisions are made, how people communicate, and what behaviours are valued.
BRAVER Insight: Use the principle of Resilience and Reflection to assess your approach and adjust as needed. Flexibility is key to aligning with the organization’s dynamics.
4. Avoiding Feedback
Many leaders shy away from seeking feedback in their early days, fearing it might expose their weaknesses. See feedback as a perspective, not necessarily a truth. Perspectives also help you to understand how those you will be working with think and what they value.
Especially if those values are not the same as yours.
BRAVER Actions: Proactively ask for feedback from your team, peers, and manager. Frame it as a desire to grow and align with expectations. Learn to see feedback as a perspective. Choose to act on that perspective where it helps.
BRAVER Insight: Reframe Challenges by seeing feedback as an opportunity for growth rather than criticism. It’s a chance to refine your leadership style and build trust. It sets a tone for your team too – an expectation of growth through feedback.
5. Overlooking Small Wins
In the pursuit of big-picture goals, leaders often neglect the small victories that build momentum and morale. This can lead to frustration and a sense of panic that progress isn’t visible, which then affects the quality of your decision making.
Big goals take time to define and get right. Smaller wins allow you to build patience and space around the bigger goals and better judgement.
BRAVER Actions: Celebrate small wins, both for yourself and your team. Recognise progress, no matter how incremental, and use it to help fuel motivation and provide perspective on days that don’t go as well.
BRAVER Insight: Visualize Success by setting achievable goals and sharing them with your team. Small wins create a positive ripple effect that boosts confidence and engagement.
What is the BRAVER Framework?
BRAVER is a step-by-step approach designed to help leaders grow and thrive, even in challenging situations. It stands for:
Build Relationships.
Connect with your team, peers, and stakeholders to establish trust and collaboration.
Reframe Challenges.
Shift your mindset from fear and self-doubt to seeing opportunities for growth.
Act with energy.
Stay flexible and open as you navigate a new environment.
Visualize Success.
Identify and focus on small, meaningful wins that build confidence.
Energise and Empower Others.
Lead by inspiring and supporting your team to reach their potential.
Resilience & Reflection.
Take time to assess what’s working, what’s not, and how to improve.
Final Thoughts
Your first 90 days are a unique opportunity to set the stage for your leadership success. By avoiding these common mistakes and embracing the BRAVER framework, you can navigate this transition with confidence and clarity.
Remember, you don’t have to be perfect. A leader who thinks they are perfect almost certainly isn’t.
Focus on building relationships, staying adaptable, and empowering your team. Each step you take toward being a BRAVER leader will not only benefit your first 90 days but also lay the foundation for a thriving leadership career.
Become a Braver Leader
We live in times that are asking you to navigate uncertainty, make tough decisions, resolve challenges quickly and with confidence. We need Braver Leaders.
As a professional coach with years of experience, I help rising leaders prepare for and nail their first 90 days, become braver, build confidence, and navigate the challenges of leadership with clarity and resilience.
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And for yet more resources to help you on your journey to be a Braver Leader, check out my website here.
