Taking on a New Team

Taking on a New Team

Transitioning into a leadership role, especially when inheriting an existing team, is a complex challenge that requires careful planning and execution. The question often arises: “Where do I start?” Michael Watkins, in his book The First 90 Days, outlines a four-step process to help leaders navigate this transition effectively:

1. Assessment – What Is

Begin by evaluating the current state of the team. It’s essential to understand who led the team previously, their leadership style, and the team’s strengths and weaknesses. Having a clear vision of success will guide this assessment. Watkins recommends evaluating the team on several key aspects:

• Competence: Do team members possess the technical skills required for their roles?
• Judgment: Are they making sound decisions under pressure?
• Energy: Do they bring enthusiasm and a positive attitude to their work?
• Focus: Are they aligned with team priorities, or are they scattered?
• Relationships: Do they work well together and with other stakeholders?
• Trust: Do they follow through on commitments and trust each other?

2. Decision Making – What Should Be

After assessing the current state, envision the ideal future state of the team. Consider whether the current structure supports success or if restructuring is necessary. Watkins suggests categorizing team members to guide your decisions:

• Keep in Place: High performers who are well-suited to their roles.
• Keep and Develop: Valuable team members who require further development.
• Move to Another Position: Strong performers better suited to different roles.
• Continue to Observe: Individuals needing further assessment or development.
• Replace: Team members who are not a good fit, either immediately or in the near future.

3. Planning for Change – How to Get There

With a clear understanding of the current and desired states, develop a plan to guide the team forward. This plan may include:

• Development Plans: For those needing further skills, consider coaching, job shadowing, or action learning.
• Realignment: For those better suited to other roles, assess strengths and learning curves, providing guidance and support.
• Observation: Set criteria for ongoing evaluation and involve team members in creating their development plans to ensure buy-in.
• Replacement: Handle these conversations with transparency, empathy, and respect, and document your decisions carefully.

4. Implementation – Getting There

Finally, articulate a new vision for the team. Restructuring can create uncertainty, so it’s crucial to provide clear direction, goals, and a strategy. Communicate why changes were made and how they will benefit the team. Building trust will take time, but a well-defined vision will help bring the team together and reduce anxiety.

Taking on an existing team requires careful evaluation and, if necessary, restructuring to position the team for success. As a leader, you are accountable for the team’s performance and well-being, and it’s your responsibility to guide them towards achieving organizational goals.

Now is the time to take action:

1. Start with a thorough assessment of your team.
2. Make informed decisions on how to best align your team’s strengths with the goals of the organization.
3. Develop a strategic plan for change that will lead to long-term success.
4. Implement your plan with clear communication, empathy, and a strong vision for the future.

Your leadership journey begins now—take the first step and start guiding your team towards success. PSP Metrics can tailor assessments to help employees grow as leaders and prepare them for career advancement.

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Reach out to Jim Taylor to learn more.