Lead Your Team with Confidence in a New Role

Starting a new leadership role can bring a mix of excitement and pressure. Whether you're stepping into a team that's thriving, struggling, or somewhere in between, the early weeks are a critical window to observe, listen, and start building trust.

In my executive coaching work, I support leaders during this transition in a way that’s always tailored to their specific role, team dynamics, and goals.

Below are five foundational focus areas I help leaders navigate when they’re newly situated in leadership roles—along with reflection questions to support clarity and intention.

1. How to Understand a New Workplace Culture as a Leader

Before making big changes, take time to observe how things are done. Every team has its own rhythm and communication style. Understanding the existing culture helps you avoid missteps and identify where you can add value.

Reflection questions:

• What words come to mind when I describe the culture I’ve just become a part of?

• What assumptions am I bringing with me about what good leadership looks like here?

• Where might I need to pause or recalibrate?

2. How to Identify Team Dynamics and Support Individual Strengths

You’ll likely inherit a team with a variety of personalities, histories, and work styles. Observe how people show up in meetings and in their daily work. Before introducing tools or assessments, take time to learn what motivates each person.

Reflection questions:

• Who on my team seems energized, and who might be disengaged?

• What rhythms or practices are already helping the team function well?

• What unmet needs might be influencing how people are showing up?

3. How to Clarify Decision-Making Authority in a New Leadership Role

It’s common to feel pressure to know everything right away. But effective leadership includes knowing what’s yours to decide—and what’s not. Setting expectations around decision-making roles builds clarity and reduces unnecessary friction.

Reflection questions:

• Which decisions am I truly responsible for, and which ones aren’t mine to make?

• Where could I create more clarity to reduce confusion or tension?

• How can I communicate decision-making boundaries clearly and respectfully?

4. How to Lead More Engaging Meetings as a New Manager

Your approach to meetings communicates how you lead. If people are leaning back or disengaged, it might be time to shift the format.

I often use LEGO® SERIOUS PLAY® to foster creativity, collaboration, and shared understanding—especially when addressing complex or sensitive topics. This method invites full participation and helps teams depersonalize challenges while working through them together.

Reflection questions:

• What’s my goal for the next team meeting—beyond simply “giving updates”?

• How will I know if the meeting was useful or effective?

• What could help my team feel more engaged, seen, or heard?

5. How to Create a Feedback Culture That Builds Trust

Asking for input helps team members feel seen and valued—but only if it’s clear how that input will be used. Without structure, feedback can feel ambiguous or even risky. Intentional systems help your team share ideas and perspectives more confidently.

To support this, I facilitate a structured team effectiveness conversation developed by OneLifeTools. Who You Are Matters! is a guided, interactive experience that helps surface insights, clarify expectations, and strengthen how teams work together.

Reflection questions:

• How are people currently sharing feedback with me (or not)?

• What kind of system could help us gather input in a more consistent, useful way?

• How can I show the team their feedback is valued—even when it doesn't lead to immediate change?

Executive Coaching for New Leaders

The early days of a leadership role are less about proving yourself—and more about laying the foundation for sustainable impact.

Executive coaching provides dedicated space to reflect, troubleshoot, and build confidence as you lead. I support purpose-driven professionals across sectors who are stepping into new roles, expanding their influence, or leading teams through change.

🔗 Learn more about how we can work together.