Leadership Transition: Week one – Make it Count. Stepping into a new leadership role can feel daunting—especially when it involves a major shift in responsibilities, a new location, or both. Yet, with the right preparation and coaching support, this transition can become one of the most rewarding experiences of your career.
Since 2017, I’ve specialized in one-to-one coaching for leadership transitions. Before that, I spent a decade facilitating Leadership Pipeline programs for groups of leaders. Across these experiences, one truth stands out: Week One matters. It sets the tone for everything that follows.
This article is the third in a six-part series on the progressive stages of leadership transition: Before You Start; Day 1; Week 1; Month 1; Quarter 1; Quarter 2. Today, we focus on how to make Week One count.
Why Week One Is Critical
Your first week is about more than operational tasks—it’s about building trust, shaping perceptions, and creating momentum. The most important theme? Connecting with your team. They will be your greatest source of leverage for implementing your agenda. Before you get buried in operational details, invest time in forming personal relationships with each direct report.
Four Priorities for Week One
1. Assume Operational Leadership
Start by understanding the current operational landscape. Review key priorities, identify gaps, and acknowledge what’s working well. Share your initial observations thoughtfully—this demonstrates initiative without rushing to judgment. Pair decisiveness with curiosity: listen actively and show you’re committed to learning before acting.
Practical Tips
- Schedule Listening Sessions: Block time with key team members and stakeholders to understand priorities and pain points.
- Review Existing Plans: Dive into reports and metrics to spot opportunities.
- Ask Clarifying Questions: Avoid assumptions—seek context before making decisions.
- Share a Quick Win: Implement one small improvement early to signal momentum.
- Set Communication Norms: Define how updates and decisions will be shared.
2. Take Charge of the Team
Your team will be looking for direction and reassurance. Use Week One to build rapport and set expectations. Communicate your vision clearly but keep the tone collaborative.
Practical Tips
- Schedule Quick One-on-Ones: Spend 10–15 minutes with each team member to understand their priorities and challenges.
- Communicate Your Vision: Share initial goals in a team meeting—keep it concise.
- Listen More Than You Speak: Ask open-ended questions and actively listen.
- Identify Quick Wins: Small, achievable actions boost confidence.
- Be Visible and Approachable: Walk around, check in informally, and make yourself available.
3. Align with Stakeholders
Practical Tips
- Prepare a Short Introduction: Highlight your role and priorities.
- Schedule Touchpoints: Meet 3–5 key stakeholders and at least one customer.
- Ask Open Questions: “What’s working well?” “Where do you see opportunities?”
- Follow Up Promptly: Send a summary email with insights and next steps.
- Leverage Informal Channels: Coffee chats or team huddles can reveal valuable perspectives.
4. Work with the Culture
Culture isn’t a handbook—it’s how decisions are made, how people communicate, and what values drive behavior. Observe before acting.
Practical Tips
- Observe Before Acting: Watch how meetings run and decisions are made.
- Mirror Communication Styles: Match the team’s preferred style—formal or informal.
- Use Your Elevator Pitch Wisely: Share your priorities confidently.
- Build Relationships Early: Informal chats help uncover unwritten rules.
- Stay Authentic: Align with norms without losing your voice.
- Celebrate Wins Publicly: Recognize achievements in culturally appropriate ways.
Voices from Experience
“Week One isn’t just the start of a job—it’s the start of a relationship built on trust and engagement.”
“You feel welcomed, not rushed. You understand the culture and how your work connects to the bigger picture.”
“You have a buddy or mentor who checks in and makes sure you’re not lost in the shuffle.”
Why Coaching Accelerates Success
Transition coaching helps you clarify priorities, build confidence, and accelerate integration with stakeholders and culture. My process combines proven frameworks like EZI and Watkins’ First 90 Days with proprietary tools such as MPV360 for progress tracking. The goal? To make your transition faster, smoother, and more impactful.
Ready to make your Week One count?
If you want expert guidance through your leadership transition, let’s talk. Contact Trevor Sherman – The Leadership Coach to learn more about my coaching services.
Further Reading
- Harvard Business Review: Onboarding Isn’t Enough – Why onboarding must go beyond orientation to full integration.
- Egon Zehnder: Accelerated Onboarding – Research on reducing time to full performance by 40%.
- Michael Watkins: The First 90 Days – The definitive framework for leadership transitions.
- IMD: How Transition Coaches Accelerate Executive Onboarding – Evidence for the value of transition coaching.
- BCG: A CEO’s First 1,000 Days Begins with the First 100 – Strategic priorities for early impact.
- McKinsey: Starting Strong—CEO Transition as Catalyst – Best practices for leveraging the first six months.
- HBR: Onboarding New Employees in a Hybrid Workplace – Tips for integrating leaders in hybrid environments.
- SHRM: Complete Employee Onboarding Guide – HR best practices for onboarding executives.
- Forbes HR Council: 20 Key Steps for Successfully Onboarding New Executives – Practical checklist for senior hires.
- Harvard Business Publishing: Why Strategic Alignment Matters – Framework for aligning stakeholders during transition.
