5 Essential Actions You Must Do When You Take Over A Team (Leadership 101)

Or You're Well And Truly Stuffed

Okay, picture this: you're suddenly the skipper of a ship midway through a tumultuous voyage — your boat, your crew.

But then you move ships, new crew, new boat. Yikes. Same strategy? Nope, hold it there. You'll sink and fast.

It's now more wild and an overwhelming ride.

And Be Warned. Taking over the leadership of a new team is tough.

1. Understanding the Team, Including Their Secret Handshakes

Yes, your new Team will be full of weirdos. They will also think the same of you.

I remember my first stint as Team lead like a recurring nightmare.

I hiked in all confident and bold, ready to whip things into shape.

I didn't realize I'd crashed into an ongoing party until I saw the cringe and scepticism on the faces around me.

I realized I'd hit into an endless party where I wasn't invited.

And let me tell you, no one likes a party pooper. You must learn the ropes, observe the dynamics, get the inside jokes, and even learn a secret handshake or two before sounding the orders.

And I don't do secret handshakes.

Mmm. Understand the quirks. There will be plenty of them.

2. Building Individual Connections: Pouring the Coffee

Let's roll back to my second team lead gig; I tried a different tack.

Rather than strolling in like the town sheriff, I opted for the friendly barista approach and brewed solid and individual connections.

I can still remember the surprise in Mark's eyes, the supposed data wiz when I asked him about his miniature aeroplane collection.

He's never been asked before.

(These small but loved items were on Mark's desk in an office away from everyone.)

Here’s my advice: Take every team member for a coffee.

Everyone loves to be recognized, valued and understood. If your Team is small, it's doable. And yes, I mean everyone—even Mark.

3. Crystal Clear Communication: No mumbo-jumbo

I remember my time in Team Three.

It was a high-performing brigade, but people needed to work together; they worked separately.

So, I set a clear vision and shared it — no mumbo-jumbo, no jargon, just plain, crystal-clear communication.

Like putting the GPS on while driving, ensure everyone knows 'what' the destination is and 'how' to get there.

4. Earning Their Trust: No Cloak and Dagger

When I walked into Team Four as the fresh off the press manager, the atmosphere was thick with mistrust and suspicion.

"Another one", I heard them whisper.

And dang, it wasn't a cakewalk.

Trust wasn’t delivered to me wrapped and bowed; I earned it.

Week after week, I practised transparency, integrity, and empathy until the atmosphere gradually shifted.

Trust building is like baking a cake; there might be a few flop batches, but eventually, it'll come out just right.

Mostly.

5. Fostering Collaboration: No 'I' in Team

Corney. Yes. But true. Absolutely.

I found many brilliant individual stars at Team Five's helm but no constellation.

I ditched the grandstand and jumped in the trench with them.

Days passed into nights, endless brainstorms turned into implemented ideas, and the 'I's started becoming 'We' slowly.

Crikey, it takes time…

Embrace working together because, trust me, it's more fun and way more rewarding.

Action Plan

So that's my rollercoaster ride through the ins and outs of taking over a team.

I often think about what Captain Sandy from Bravo's TV's Below Deck would say. It's a reality TV luxury boating series.

"In every tide, there's a lesson; in every storm, a story."

And your new Team needs careful handling. But it is doable. And yes, Captain, you got this.

I'm an NLP Coach and Author Of The Imposter Syndrome On Audible.

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