27. Quick Tips for New Leaders


Quick Tips for New Leaders

Here is a list of tips for leaders who are new (and not so new). When starting out as a leader it can be quite overwhelming. Here are some quick pointers to save you time and mistakes.


Hi, welcome to our series on leadership. One of things I thought that might be helpful is just covering off on some of the tips, if you like, for leaders, particularly for new leaders. If you get some of these things right, it'll lead to success very quickly. You're probably doing many of these things I'm going to be talking about. There's been conscious about doing them all and that's the trick.

1. Build Confidence Using Mental Models

So, first of all, build confidence by using mental models. So, what does that really mean? Well, do some research and discover the models that work for you. So you might have a task assignment model, you might have a model for describing how the team culture comes together and what you're trying to achieve, might be using something like forming a, sorry, forming, norming, storming and performing, not in that order of course, but you know use different models to make sense of your world.

So when you're standing up in front of people, you're communication is so much more eloquent and concise and it gives you the confidence to go about your work. So that's the first one.

2. Encourage Open and Honest Culture

Next one is encourage open and honest culture. So, remember our, in a previous video we talked about our relationships triangle. So, people require a safe environment, emotionally safe environment, where they can be themselves and they can not feel every time they open their mouth they're being judged about their contribution.

 Leader being vulnerable and sharing and demonstrating through their behaviour that it's okay to say I don't understand or I don't know and then you'll get real conversations happening and you'll better address those early and help bring clarity to the situation. And the last one, but not the least, is having a clear purpose. Reiterate the purpose, the clear purpose for your team as regular as you can. Keep them on track, keep them focused. Goes a long way to success.

3. Deliver on Your Own Accountabilities

Third point, absolutely deliver on your own accountabilities. Like if we're not squeaky clean as leaders, it's very hard for us to honestly and appropriately take someone to task where they haven't delivered on their accountabilities.

And that brings me to the second point of that is ensure that you define accountabilities for each, for the team and for each of the team members individually. Some of them will be shared and some of them will be for specific individuals who make up part of that team.

4. Review Team Performance

The next thing is review team performance and what works really well, it's quick and easy to do, it's an old model and it works on what went well, not as well, and what do we need to improve next time. So that should be a regular occurrence . If it's not daily it should at least be weekly and when you look at the overall performance of your plan and how we went against it.

5. Understand it's a Journey

The fifth one, understand it's a journey. So, all change takes time and there's a lot of work goes into understanding what change means for individuals and for businesses, but if you take at the very simplest level, one of the models that works really well here is around forming, storming, norming, and performing.

Understand where in a particular event and time is your team actually tracking. Have they progressed out of forming into storming? In other words they're now beginning to push back and seek clarity and understand around what each other's doing and how they work together as a team, knocking off the rough spots so they can get better outcomes.

To start to norm together, begin to behave as a almost in cohesion, if you like, so that things become acceptable in the team and things that are not acceptable become part of the discussion about not going so well. And then of course when you reach performing, you'll start to see everybody's energy levels go up and you start naming those goals on a regular basis. So there is a role for leaders to help teams through that journey and it is a journey.

6. Celebrate your Successes

Last, but not least, is celebrate. Celebrate those successes. First of all when you're starting off with a team, create some measures if you like or deliverables that are actually easy for the team to achieve. There's nothing like success as the engine room for teams' energies to get them to the level of cohesion and synergy. So look for those successes, celebrate regularly. Sometimes we're so focused on where we're heading that we forget what we've done in the past, look over our shoulder, you gotta actually help the team do that,  they can get despondent over things.

If you follow those basic six steps, you're gonna get significant results come and wishing you every success.

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