While coaching a young leader, it became apparent that he was definitely hired for his strong analytical skills. He graduated from a reputable business program with a valuable degree and was working with a team of dedicated people. On paper this was suppose to be a good fit as well as a successful work experience. But his strong start began to quickly morph into a downward spiral that led him to connect with me. As with many of my coaching sessions with young leaders, the initial insights sound similar to his:

“I don’t understand why I am having so much trouble.”

“No one is willing to take the time to help me.”

“My boss is way too busy to get to know.”

“I feel like a misfit who will never get promoted here.”

Although there may have been some truth to what this young leader was sharing, we needed to drill down to what was happening and why. This scenario is very common to new team members who haven’t quite figured out how to navigate the intricate workplace. They come to our organizations with tons of energy and ideas. They learn their new job responsibilities as they eagerly take on their tasks with intent. Then they face a challenge that is completely unfamiliar to them and can’t identify a colleague or boss to help. They can become paralyzed or even worse turn inwards.

Here are five proactive moves for new leaders:

1. Recognize Your Strengths and Blind Spots

We each come to our jobs with areas we excel in as well as places we may want to grow. It is essential for new leaders to know what technical skills they bring to their workplaces so they can jump in right at the get-go and share their talents. It can also be so helpful for a new leader to identify their preferred style of communicating and interacting with others. This can be obtained through a DiSC assessment or Myers-Briggs Inventory. New leaders will be far more impactful if they have a deeper understanding of their behavior at work.

2. Have A Clear Understanding Of Your Job

The next move for new leaders is to know what is expected of them in their jobs. Their position may have changed since they originally started so clarity of tasks is key.

• Spend time with your boss clearly defining all the tasks and responsibilities required to accomplish the job successfully.
• If a new leader has any confusion speak up and ask for clarification.
• Identify the team members you need to interact with to complete projects.
• Get to know everyone’s name as quickly as possible. Names are critical!
• Be certain which people in different departments you will interface with.
• Learn about the rituals and culture on your team- hours people work, lunch habits, and mandatory meetings.

3. Build Relationships By Being Trustworthy

Building a network of trusting relationships will be one of the most important moves for a new leader. To make that happen, have each interaction be a “moment of truth” where team members can see your value and passion. If a project is assigned to you make sure to see it through in a professional way. If you run into challenges update your boss. Be dependable and reliable.

4. Admit To Not Knowing And Ask

New leaders aren’t expected to have all the answers so make a habit of asking for help. This doesn’t mean being in a boss’s office constantly but rather:

• Try to figure out a solution on your own first.
• Gather all your questions together before having a sit down.
• Do an abundance of research to show you have already done a great deal of thinking about the challenge.
• Be gracious when others share their lessons.

5. Become Known As A “Pitch-In” Team Member

A great final move for a new leader is to offer to help when team members are in a deadline crunch or when you have a particular expertise to elevate a project result. Demonstrate to your team and boss that you are there for them when there is a crisis or more hands are needed. It will go a far way.

What other proactive moves have you learned to empower new leaders?