Stepping into a new leadership role is both exhilarating and daunting. You arrive with fresh ideas, a sense of purpose, and a vision for the future. However, you also inherit an established culture, entrenched habits, and a team that may be wary of change. Managing this transition effectively requires strategic leadership and the ability to navigate resistance, build trust, and manage your own self-doubt.
One of the most compelling leadership books on this subject, Turn the Ship Around! by L. David Marquet, provides invaluable insights into transforming leadership from a command-and-control model into one that fosters empowerment and ownership. Marquet, a former U.S. Navy submarine commander, turned one of the worst-performing crews into one of the best by shifting leadership to the team. His principles of intent-based leadership offer a powerful framework for stepping into a new role and creating sustainable change.
Strategies to Get Your Team on Board
Before implementing sweeping changes, take the time to understand the team’s challenges, strengths, and perspectives. Hold one-to-one conversations, and observe how the team operates. People are more willing to accept change when they feel heard. Instead of dictating every decision, encourage team members to take ownership of their roles. Marquet’s concept of “giving control” rather than “taking control” fosters accountability and engagement. When employees feel they have a stake in the organisation's success, they are more likely to embrace change.
Change is unsettling when it's purpose is unclear, so articulating a compelling vision that aligns with the organisation’s mission and values is crucial. Be transparent about why change is necessary and how it benefits the organisation and its individuals. Change does not happen overnight, so setting small, achievable goals and celebrating early successes builds momentum and reinforces the idea that progress is possible. Your team will also take cues from your actions. Embody those values in your daily interactions if you want a culture of accountability, transparency, and collaboration.
Managing Resistance to Change
Resistance is natural and often stems from fear—fear of the unknown, failure, or losing status. Acknowledge the emotions your team is experiencing. Change can be unsettling, and dismissing concerns will only breed resentment. Every team has informal leaders whose opinions hold weight, so bringing them into discussions early and gaining support can help shift perspectives. Not everything has to change at once; maintaining elements of stability can ease the transition. Some resistance is inevitable, but persistence will pay off if the direction is right.
Managing Your Own Imposter Syndrome
Even the most accomplished leaders struggle with self-doubt. When stepping into a new role, you may question whether you belong, whether you are capable enough, or whether others see you as an imposter. Imposter syndrome often signals that you are pushing yourself into new territory. Instead of fearing it, embrace it as a sign of learning and development. Remember why you were chosen for this role and reflect on your skills, experiences, and the unique qualities that make you a strong leader. Seek mentorship and support from trusted mentors, peers, or a leadership coach to gain perspective and reassurance. You do not have to have all the answers immediately; committing to continuous learning and improvement rather than perfection will set you up for long-term success.
Final Thoughts
Stepping into a leadership role is an opportunity to make a meaningful impact. By listening, empowering, and communicating effectively, you can create a culture that embraces change rather than resists it. At the same time, managing your own mindset is just as crucial as managing the team. Leadership is a journey—one that requires both courage and humility. The most successful leaders are those who do not just demand change but become the change themselves.
Comments