Congratulations on your promotion (or maybe you are in line for one) … but don’t celebrate too soon. Did you know almost 50% of newly promoted or newly hired executives get fired or quit before within the first 18 months on the job?
The expectations are high (yours and theirs) and yet there’s so much you don’t know about the people, the culture and the “unspoken rules.”
On top of that, you must get up to speed quickly so you can hit the ground running and feel satisfied at the end of the day.
You’re invited to see the webinar replay now available through June 17th:
Discover the pitfalls you need to avoid and understand the critical strategies new leaders must practice to eliminate “leadership stress” and earn the trust of your new team … so you don’t end up a statistic.
Here are just two of the biggest mistakes new leaders make:
Pitfall #1: Failure to understand why change (even “good” change) is hard and most change initiatives fall flat (and this includes your presence, even if your predecessor was a miserable manager). Hint: Small change over a period of time leads to lasting, long term change. Scale down a change initiative into an “experiment” in one department or with one small group first, instead of rolling it out company wide and crossing your fingers it takes hold.
Pitfall #2: Believing that understanding the problem alone is enough to make change happen. Don’t fall into the trap of “over-analysis” or worse, who’s to blame for the problem. Ask better questions to find solutions and take action as soon as possible. “What is good about this problem?” and “What is not perfect yet?” are just two of the five questions teams need to feel creative and take decisive steps to action.
(The bottom line is you’ll want to have these tools to accelerate your leadership effectiveness for the long haul, too.)
Questions? Comments? Advice for new leaders? Post your thoughts below!