Today we’re gonna talk about how to step into a leadership role without stepping in… well, something else.
Stepping—or preparing to step—into a new leadership role can be intimidating! We want to win—big and fast. But there are right ways and there are wrong ways to do this. Let's focus on the right way to lean into new leadership.
Modern Mentor is hosted by Rachel Cooke. A transcript is available at Simplecast.
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Hey, it’s Rachel Cooke, your Modern Mentor. And today we’re gonna talk about how to step into a leadership role without stepping in… well, something else. Because that balance between delivering wins and connecting with your team can be hard to strike! So whether you’re considering taking on a leadership role, are new to one, or already lead a team but could use some pointers, today’s the day for you!
My first foray into people leadership was both a long time ago and, in hindsight, really early in my career. But ah, the hubris of the young totally fueled me. My confidence was high. My capability was high. My expectations of myself and my team? Well, likely you’ve caught on by now. High.
My early success? Plot twist. That, my friends, was low.
I literally still cringe when I think about that time in my life. More specifically, of that verison of me during that time in my life. But failure, as they say, is our greatest teacher. Maybe they say that to make us feel better about our fails. But still, it rings true.
I’ve come to understand so much more about what great leadership is. So much so that it’s the foundation of my business which is all about informing, equipping, and empowering leaders to do great things with their teams.
Thinking about leadership—the responsibility of it—can be really overwhelming. There are countless books, courses, and programs out there wanting to teach you something new.
But today we’re going to focus on building the foundation—on the things I believe you should focus on in your first 6 to 12 months of being a leader. Get these right and you’ll earn the grace to figure all the rest of it out in due time.
So you know how you were crushing whatever job you were doing, and it was that very crushing that got you promoted or hired into this leadership role?
Well here’s the kicker. Now, as a leader, it’s time for you to lean away from that doing and crushing, because how you add value has shifted.
Great leadership isn’t about what you can deliver, but rather what you can empower your team to deliver. Your job now is to make sure people around you have clear expectations and tools and resources; it’s to help them remove obstacles and manage their time and priorities.
This is a big mindset shift to make. You have to truly understand and believe this. Your value may become less tangible, but its impact will be bigger and broader if you stick the landing.
OK. You landed your mindset. You get that your job is now about empowering your team to do great things. Which means, you need them to be candid with you about what they need and where they have questions or concerns. You need them to seek and accept your feedback and coaching.
All of this means you need to have some self-awareness—a sense of your team experiences you. How do you communicate? How do you show up under pressure? What are your default settings? This is self-awareness.
And only with this awareness can you begin to tweak and shift your style when you’re talking to a team member who is more sensitive, or more data-driven, or more introverted.
So how do you gain this awareness? Well, you can ask around—talk to colleagues, friends, even your leader and find out how they describe you.
Or you can use an online tool or assessment—there are plenty out there. Myers Briggs, Hogan, Social Styles—just to name a few.
But invest a little time and thought into how you tend to show up, and choose places or moments in which you want to start flexing your style to suit the situation at hand.
I still remember the smartest leader I ever had. I remember it so clearly because he told me no fewer than three times a week just how smart he was! I mean, not literally. But close enough.
See, he was new to the company and I’d been there five years. But he had absolutely zero interest in anything I had to say. Whether I was offering a piece of advice on how to navigate our very political organization or I had an idea I wanted to bring to our client group—nope! He always, ALWAYS knew better.
When he joined the company he had four direct reports. Within six months, three—including myself—had left the company. There is nothing more disempowering than working for a leader with no time for or interest in your ideas.
Now you may not be new to your company or even your team. But I promise you, someone—probably various someones on your team—has an idea worth listening to. One of the wisest leaders I ever had once told me “Rachel, your job is to bring the best ideas to life. You don’t get extra points if they’re your ideas. So listen to those around you. Because there’s a pearl in that pool somewhere.”
When you’re a new leader, listen to your team. Their ideas, their needs, their questions. You’ll both learn with them and find ways to support them.
My friend’s daughter works in a local bookstore. She mentioned the other day that their credit card reader was off. Every third transaction would fail and she’d have to run the card again. Especially when the store was crowded, it got a little stressful for her.
I asked if she'd mentioned it to her boss and she said “No way—I’d never bother her with something like that. It’s not a big deal. Just annoying.”
And she’s right. It isn’t a big deal. It is just annoying. But also, wouldn’t it be sweet if it just got fixed?
These are the types of things team members are hesitant to mention to their leaders—no one wants to seem like a complainer. But these irky things really add up—they create annoyance, they waste time, and eventually they may impact a customer.
But you won’t hear about these things unless you ask specifically. Try, “Tell me one small thing that makes your day a little grumpier that I might be able to fix.”
Hear it, fix it, and trust me—you’ll be a hero forever. It’s a great way to win some trust and credibility with your team who absolutely will want to repay the favor.
And finally, take all the wisdom you’ve collected and the trust you’ve garnered and build a plan together! You don’t have to go it alone—this is why you’re building a team.
So when it comes time to set goals and build plans, include your team in that process. Make it collaborative so that everyone has contributed and feels invested in its success.
OK new leader. There are your five spots to focus on. I can’t wait to see what you and your team deliver!
Hope you’ll join me next week for another great episode. Until then, visit my website at leadabovenoise.com if your organization is looking for partnership in retaining, engaging or developing talent.