There is always uncertainty when a new leader joins an established team. Both the leader and team members want to make a strong first impression, establish expectations for each other, develop a routine for how they’ll work together, and be certain that they are set up for lasting success.
The most important goal is to accelerate the “getting-to-know-each-other” process so the team can move toward quicker results and deeper engagement. If this process isn’t handled well it has the potential to set the team back. Learn more
During these crazy times it is hard to find the silver lining but I do believe there is one. Here are a couple of things to consider:
Over the past 25 years, I have been coaching managers and executives, and while leadership styles are continually evolving, the day-to-day challenges have predominantly remained the same. Leadership, at its core, has always been about people connecting with people. To put it another way, it is unbiased emotional intelligence skills that set exceptional leaders apart from less successful ones. The problem is leaders are high-achievement, driven individuals. As a result, they tend to use “results-focused” language and to engage people by solving problems as part of meeting goals and realizing expectations.
Statistics reported by the American Psychological Association underscore what we already know to be true: work related stress is skyrocketing. Unreasonable workloads, low salaries, lack of social support, and unrealistic performance expectations are some of the more commonly reported issues. When left unchecked, persisting stress can lead to serious health issues. Chronic stress can wreak havoc on the mind and body, contributing to conditions such as diabetes, heart disease, Alzheimer’s and autoimmune diseases, as well damaging effects on mental health. Short-term stress also has its consequences, including reduced focus, insomnia, headaches, and a breakdown in communication skills.