Imagine this: after months of job searching, a role that actually fits finally comes through. 

Not only is it the right sector, impact area, and an organization you admire, but it's also a promotion to your next level up in leadership. 

When the offer letter arrives in your inbox, it feels like a full body YES. You feel tremendous relief, but also a sense of being seen for what you can do and excited about having greater influence for good...

But in the time between signing the letter and your start date, the calendar holds start coming in and the list of responsibilities come into focus. What if you eff it all up? 

Let's talk about how to transition into a new leadership role, manage expectations and set yourself up for success.

How to transition into a new leadership role:

Start with listening. Like a good researcher, this is the best time to objectively get a sense of the culture, needs, and opportunities for your team and organization.

Ask questions, be curious, and take tons of notes.

I encourage clients to explicitly name that they'll be starting off with a "listening tour" so everyone knows what to expect, plus it gives you the flexibility to take a little transition space before getting fully into day-to-day work. 

How to manage expectations:

Don't wait to communicate. There's no better time to set expectations AND team culture than the first week of the job.

What boundaries can you model and hold strong to for your team? Even if you plan to work longer hours personally, can you schedule emails to go out during working hours? (yes you can).

Ask your team what their ideal boundaries would look like.

Co-create shared definitions of success. Let people know what they can expect from you as a leader and ask them what their expectations are of you. Then, discuss how you can set regular moments to check-in on aligning expectations so frustration or resentment doesn't build up over time.

Set yourself up for success:

Start by knowing yourself. I know when I feel like an impostor, I can be inclined to perform certainty, strength, and giving answers rather than being curious. I'll overfill the space to overcompensate. While it might give a sense of being competent in the moment, it doesn't last or build strong relationships. 

Instead, drop your guard a bit by letting team members know your strengths and areas of growth. Share when you're feeling overwhelmed rather than building the circumstances for burnout.

In doing so, you'll also be modeling safety for your team to share their needs and challenges.

What would you add? What top insights for starting a new leadership role have you learned along the way?