The Ultimate Checklist for New Leaders By Mark Wager

The Ultimate Checklist for New Leaders

By Mark Wager

Becoming a leader for the first time is an exciting yet daunting journey. Up until now, you’ve likely been evaluated based on your own performance. But as you step into this leadership role, you’ll realise that you are now judged by how well others perform under your guidance. Your success depends on your team’s success, and it’s your responsibility to ensure the team operates smoothly. This shift requires a completely new mindset and a broader set of skills than those you’ve developed so far. Congratulations and welcome to the world of leadership! In this guide, I’ll share some key points that every new leader should focus on—a checklist to help you navigate this transition effectively.

1. Have You Defined Success?

One of the first things to check off is a clear understanding of what success looks like in your new role. Take the time to meet with your manager and establish specific expectations. Ask questions like, “If, in six months, you feel I’ve done an exceptional job, what would that look like?” or “What is your definition of success for my role?”

This step may seem obvious, but many leaders run into trouble because they and their managers had different ideas of what the job should entail. By clarifying expectations early, you avoid potential misunderstandings and can ensure your efforts align with what’s expected. Don’t let assumptions derail your journey before it even begins—take the initiative to clarify what success means in your new role.

2. Do You Know What the Team Wants from You?

Leadership isn’t about your team serving you; it’s about you serving your team. To serve effectively, you must first understand what each team member needs to excel in their role. Everyone in your team has a specific job, so your primary role is to ensure each person has the skills, resources, and environment to perform well.

Start by asking each team member, “What do you need from me to do your job at a high level?” You might be surprised by the variety of responses. Some people may prefer close supervision, while others thrive with more autonomy. Acknowledging these differences early on can help you tailor your support to each team member’s needs and avoid misunderstandings.

3. Does Your Team Know What You Need from Them?

Communication is a two-way street. Just as you need to understand what your team expects from you, they also need clarity on what you expect from them. Consider sitting down with each member to discuss your expectations. This conversation could cover basics like reporting requirements or specific details on how they should handle issues or share updates with you.

Let your team know how they should approach you with problems, who they can go to with questions, and what they should do if they encounter challenges. By establishing these guidelines, you create a sense of structure and ensure that your team understands how to engage with you effectively. Clear communication from the start builds a foundation of trust and helps prevent miscommunication.

4. Have You Established Your Leadership Philosophy?

Your leadership philosophy is essentially a guiding framework for how you will lead, including the values you hold dear and the work environment you want to create. This philosophy plays a big part in shaping team morale and satisfaction. Remember, employees don’t leave companies—they leave managers. People want to work for leaders who align with their values.

Reflect on the kind of leader you aspire to be and the type of environment you want to cultivate. Do you value open communication? Do you prioritise teamwork or individual achievement? Are you results-driven, or do you focus more on processes? Share these insights with your team, so they know what to expect. If you’re unsure about your leadership philosophy, consider what kind of workplace you enjoy and what kind of leader you’d want to work for. Your philosophy doesn’t have to be rigid, but it should reflect your values and be something you can commit to consistently.

5. Are You Prepared for Difficult Conversations?

One of the most challenging aspects of leadership is addressing mistakes or performance issues within the team. It’s natural to feel apprehensive, especially if you’re not used to giving corrective feedback. However, tough conversations are essential for growth, both for you and for your team.

Approach these conversations with empathy. Remember, nobody comes to work intending to do a bad job, and mistakes happen. By handling these moments constructively, you can help your team members learn and improve without feeling discouraged. It helps to establish a protocol for how you’ll handle these conversations. For example, you might start with an acknowledgment of the team member’s efforts, then discuss the issue and conclude with actionable steps to avoid similar mistakes in the future. When everyone knows what to expect, these conversations become less intimidating and more productive.

6. Do You Have the Resources to Do Your Job?

As a new leader, it’s easy to underestimate the resources and support you’ll need to lead effectively. Yet, these resources—whether it’s additional team members, specific tools, or training—are crucial for your success. Don’t wait too long to discuss these needs with your manager, as it may be more challenging to secure resources later on.

Consider the number of people on your team and assess whether they are the right fit for the tasks at hand. Do you have the tools and technologies necessary to streamline workflows? Are there skills you need to develop, and is there support available to help you do so? Leadership is a learning journey, and it’s essential to acknowledge that you may need guidance, especially at the beginning. If possible, seek a mentor or coach who can offer insights and help you overcome challenges as they arise. Regular discussions with a seasoned leader can accelerate your growth and make your journey far smoother.

7. Are You Setting the Right Goals?

Goal-setting is a fundamental part of leadership. Without clear goals, it’s difficult to track progress or maintain focus within the team. However, it’s essential that the goals you set are realistic and aligned with your team’s capabilities and resources.

Start by defining short-term and long-term goals that contribute to both the team’s success and your own growth as a leader. Use these goals as a roadmap to guide your team, but remain flexible. Sometimes, circumstances may change, and you’ll need to adjust your objectives. Check in regularly with your team to assess progress and recalibrate as necessary. Setting achievable goals not only provides direction but also boosts morale when the team can celebrate reaching them.

8. How Will You Measure Success and Provide Feedback?

Effective leaders recognise the importance of continuous feedback. Establish a system for regularly reviewing team performance and providing constructive feedback. This approach helps individuals understand where they excel and where they can improve. It also fosters an environment of transparency and growth.

Schedule regular one-on-one meetings to discuss progress, address concerns, and offer encouragement. Provide both positive and constructive feedback and encourage open dialogue so that team members feel comfortable sharing their perspectives. When team members know they will receive feedback regularly, they are more likely to stay engaged and motivated.

9. Have You Built a Support Network?

Leadership can be an isolating experience, especially if you’re in a position where others depend on you but may not fully understand the challenges you face. Building a support network of fellow leaders or mentors can provide you with a valuable sounding board for advice and encouragement.

Consider joining leadership forums, attending workshops, or connecting with a coach or mentor who can offer insights and guidance. Sometimes, just knowing there are others you can turn to for advice can make a world of difference. This support network can also help you navigate difficult situations, providing new perspectives that you may not have considered on your own.

10. Are You Committed to Your Development as a Leader?

Finally, remember that leadership is a continuous learning journey. It’s essential to invest in your development, whether that means reading books, attending workshops, or working with a Leadership Coach, like myself. Stay curious and remain open to feedback and new ideas. Embrace growth as an ongoing process, not a one-time achievement.

Becoming an effective leader doesn’t happen overnight. It takes time, effort, and a commitment to self-improvement. By keeping this checklist in mind and actively working on each item, you’ll be better prepared to navigate the challenges and responsibilities that come with leadership. Stay focused, stay humble, and, above all, remember that your role is to bring out the best in those around you. When your team thrives, you thrive as a leader.