by Richard Cogswell, author of “The Cultural Sales Leader“
Stepping into a leadership role for the first time is an exciting yet daunting endeavor that involves navigating a myriad of challenges. Understanding these challenges can better prepare new leaders to tackle them head-on.
Here are some of the primary hurdles faced by newly appointed leaders:
1. Lack of Training.
Many new leaders find themselves in positions of authority without having received any training at all. The idea that ‘leadership is innate,’ is very much alive and well, in spite of this notion being myth busted through numerous works and studies. Leadership requires a distinct set of skills that are often not covered in traditional roles or education. Effective training programs can bridge this gap, but in their absence, new leaders must proactively seek learning opportunities through gaining active feedback, mentorship, self-study, and practical experience. Without proper training, leaders may struggle with re-calibrating themselves to leading as opposed to being part of the team.
2. Managing Yourself.
New leaders must cultivate self-discipline, EQ, and time management skills. But it is so much more than this. New leaders must be conscious of the emotions they are feeling, especially negative ones, and how these may be holding them back on their leadership development and journey.
Try in these circumstances to identify and discern the reasons why you are feeling what you are feeling. We can all be our own worst critics, so check on your confidence levels and especially how unkind you are being to yourself. Remember, the stories we tell ourselves are a way of programming the mind. In a new role, you will need to be cognizant of these new inputs and the effects they may have in a way you never had to consider before. Ignoring and pushing on is not a recipe for helping to grow your leadership capability. The ability to remain composed under pressure, make unbiased decisions, and reflect on one’s actions critically is essential.
3. A Lack of a Plan.
Entering a leadership role without a clear plan can lead to aimlessness and inefficiency. Launching into the role without first analyzing your business and what has been going on before is unlikely to bring long term transformational change. A strategic plan provides confidence as well as direction, and sets the foundation for achieving long-term goals. New leaders must invest time in understanding the organization’s vision, mission, and objectives to formulate a coherent plan. This plan should include short-term and long-term goals, actionable steps, and measurable outcomes. Without a roadmap, leaders may find it difficult to prioritize tasks and motivate their teams. Also remember not to be wedded to the previous ways of approaching your market.
4. Trying to Create a Vision, Mission, and Purpose.
One of the key responsibilities of a leader is to articulate a clear vision, mission, and purpose for their team. This includes sharing that vision in a compelling and easily digested way. This involves defining what the team stands for, what it aims to achieve, and how it plans to get there, including the expected behaviors that are being built as part of an explosive, collective effort. New leaders often struggle with this, particularly if they are inheriting an existing team with established norms. Crafting a compelling vision requires a deep understanding of the organization’s goals, current go to market, and the ability to inspire and align the team with this vision. It’s about creating a sense of purpose that drives motivation and commitment. It is about creating followership and gelling people to your defined focuses. Remember, behaviors create culture, leading to results.
5. Communicating with Management.
Be conscious that your relationship with management is changed and that communication is now ever more important. Effective communication with higher management is crucial for new leaders. First-time leaders need to ensure they are conveying their vision, expectations, and feedback constructively. They must report progress, seek guidance, and align their team’s efforts with the broader organizational goals. This requires clarity, transparency, and the ability to present information concisely and persuasively. Miscommunication or lack of communication can lead to misunderstandings, misaligned objectives, and diminished support from higher management. Building strong relationships with superiors through regular updates and open dialogue is essential. It is important to become the voice and the advocate for your enterprise not only externally, but internally as well.
Dealing with Difficult Folks.
Managing difficult team members is one of the most challenging aspects of leadership. Conflict resolution, addressing performance issues, and maintaining team harmony are critical skills. New leaders must develop strategies to handle difficult personalities and situations effectively, ensuring that such issues do not disrupt team dynamics or productivity. This often involves active listening, empathy, and the ability to enforce rules and standards consistently. Understand also how you are showing up and how you are coping when dealing with those that challenge you.
Richard Cogswell is a people-first sales leader and organizational team builder who firmly believes that people, vision, values, and behaviors are the foundations of winning sales cultures. He has held multiple senior sales leadership positions across various industries, working within EMEA, the United States, and APAC, and has experience with both startups and listed multinational companies. More information at www.richardcogswell.com.
