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<p> </p> <ul><li><strong>Avoid coming in with a pre-conceived plan. Chances are you’re being hired to fill a void and address current challenges that have been highlighted to you. Do not make the mistake of coming to the table with a pre-determined plan based on these challenges. There are other ways to prove yourself and the value you bring to the table right off the bat. Take the time to learn the challenges and the extent of them for yourself. To do so, encourage your team to be completely open with you. In the process, you’ll earn their trust and get to know them on a personal level.</strong></li> </ul><ul><li><strong>Become a sponge. Before you can formulate the correct course of action, you’ll need to learn all aspects of the business quickly. Sit in on as many calls and meetings as you can, and don’t be shy about doing so. Make sure that the team understands that you’re doing it for learning purposes only, so your actions aren’t misconstrued as micromanaging.</strong></li> </ul> <ul><li><strong>Don’t make changes before you have had time to notice patterns. Give yourself time to notice patterns, and ensure that the changes you make address real problems and not one-off happenings. Making too many changes too quickly, especially when it comes to making cuts, may scare the strong players away and lead your team being guarded with you. It is important that they are open with you so that you make informed decisions. Moreover, ensure that key stakeholders who brought you on board are aware of your approach.</strong></li> </ul><ul><li><strong>Give existing team members the respect they deserve.Your relationship with the displaced leader, if they are going to continue on the team, is critical to your transition as the new leader. It is important you give them the respect they need and deserve and that you have a good working relationship with him or her. If the displaced leader is no longer there, make sure conversations with the current team are productive and not simply opportunities to place blame on the previous management.</strong></li> </ul><ul><li><strong>Take note of strengths. If you’re too focused on uncovering room for improvement, you may not see what’s working for the team and the strengths of the talent you have. Learn about their hopes and aspirations for their career path and vision for the company. You may be able to leverage their expertise if the company heads in a different direction.</strong></li> </ul><ul><li><strong>Do not be afraid to be unpopular. Once you are ready to bring about informed changes, do not be too worried about being perceived as the bad guy. It is important that you share your motivations for the changes and the positive impact you expect the changes to have on the team, the business, and other stakeholders.</strong></li> </ul>
Respect others, Planing , leading by example and supporting while they need, developing a capacity building plan for the team and finally coaching
I first of all have to be objective. That is motives of the business. Next, come out with concrete planning and the expected results anticipated.
I first of all have to be objective. That is motives of the business. Next, come out with concrete planning and the expected results anticipated. The results must be positive.
Stepping in as the leader of an existing team should be approached with sensitivity and patience, especially when you are new to the company and the team. devote time and energy to establishing how you want your team to work, not just what you want them to achieve.
One of your most important tasks as a team leader is to set ambitious but achievable goals with your team’s input. Make clear what the team is working toward and how you expect it to get there. By setting these goals early on, the group’s decision making will be clearer and more efficient, and you’ll lay the framework of holding team members accountable.
With team's objective in mind learn other members capabilities, their weakness, existing system etc. Then develop your plan and implement it with proper co-ordination and communication with team members. You should also gain confidence of capable team members.
try to maintain the process parameters a first
Cooperation
Loyalty
Team spirit
Support each other
Feedback
Let all the joining procedures be over and then get familiarized to the department you are designated to work in.
First and foremost, Meet & Greet each individual personally and while doing so, make sure your greetings are of personal nature with Professional taste.
Assemble in a conference room and introduce yourself like who you are, where you come from, your previous roles along with how excited you are in joining this company and expect them to be your dream team.
initiate discussions about each individual's role, like who he is, what's his / her profile in the organization, what were last few achievements and learnings at the same time. Keeping appreciating about their achievements and also from their learnings. Reply firmly with slight politeness and create positive environment when they pose any questions to you.
When you find time conducive ask them like, how is this year going, what are achievements so far in this year, what went good in this year. Make sure all of them is answering to this pertaining to their roles. Needless to mention keep on appreciating for good achievements. Take notes of major points and also learn more about their targets.
Take small breaks in between and now is the time asking them what are the challenges in reaching to their goals or targets. Once you have heard and taken note of, ask them, WHAT COULD HAVE BEEN DONE DIFFERENTLY and take note of their responses.
This is the time when you get to put your perspective in "question way" about each of the challenges and see their response. Your perspective should come only after when you are on top of the challenge, have understood completely and solutions you provide are out of the box. Celebrating each success could be the key, say each quarter results.
End the day here and greet them once again by saying "looking forward to working with you and achieving many successes together".
When it comes to leading, your seriousness about challenges, your behavior, attention, body composure, and the quality of your solution matters most.
1. Know the capabilities of the team.
2. Redeployment of work tasks commensurate with the capacity of the working group.
3 - Listen to their problems and try to solve them.
4 - Gain the confidence of the team.
5. Ability to influence the team.
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