You worked hard. You burned the midnight oil and sacrificed family time, traveling from place to place, participating in your operations or openings, and then the long-awaited day arrived. Congratulations! You are now the new leader. So, what’s next?
In the ever-evolving landscape of organizational leadership, this piece of wisdom from those who can claim “been there, done that” carries significant weight. It’s a sentiment captured in the words, “If you’re new in this organization, you have to listen for a year before the organization will listen to you.”
To cultivate such an inclusive and innovative culture, individual managers can take three crucial steps that underscore their significance. 2. Practice exploratory inquiry: Innovation thrives when individuals challenge the status quo, question established norms, and explore new possibilities. To foster this spirit of curiosity and innovation within your team, practice exploratory inquiry. Encourage your team members to ask three pivotal questions:It’s natural for this shift to be uncomfortable initially, requiring people to step out of their comfort zones.
As a new leader, you need to avoid the pitfalls. The number one preoccupation of a new leader is to change and reorganize things immediately, which adds tremendous anxiety to the team. New leaders tend to want to “mark their turf” to ensure that the old has gone and the new has come, which is unhealthy. There will still be a great chunk of people loyal to the one the new leader has replaced, and the new leader still needs to win them over.
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