The Onboarding New Team Leader process is a structured, systematic approach to ensure a smooth, rapid, and effective transition when a new leader takes charge.
Described as a better, faster, and cheaper method, the process typically culminates in a 1-day workshop (or less) designed to expedite the establishment of essential working relationships and clear communication. This RMT process is effective whether the new leader is unknown to the team or was a promoted peer.
“This is an excellent tool… It gave the staff a way to communicate their questions and concerns, and it gave the new manager a way to communicate her expectations.” — Tom Rathjen, Verified Owner
Workshop Purpose and Outcomes
The central purpose of the process is to move the team quickly past the initial “forming” stage of development. Key outcomes include:
- Business Direction: Clarifying and agreeing on new directions to prevent loss of momentum.
- Surface Concerns: Enabling the group to proactively share expectations and begin creating necessary Work Agreements.
- Alignment: Ensuring all participants feel genuinely excited and committed to the team’s future under the new leader.
Preparation and Core Dialogue
Success relies heavily on pre-workshop preparation.
Teammates gather independently to agree on what to inform the new leader regarding current work and priorities. Simultaneously, the new leader prepares their new directions and expectations for the group.
The core of the workshop is a structured exchange of expectations guided by Transition Questions designed to bring crucial topics to the surface:
- Operational Norms: How decisions are made (see: Decision-Making Work Agreement), meeting frequency, and communication protocols.
- Interpersonal Style: How the leader handles pressure and—most importantly—the best way for teammates to call attention to a potential mistake or express disagreement.
By engaging in this open dialogue, the new leader becomes productive much faster, avoiding situations where teammates waste time “being careful” around the new authority figure.
Action
Download this Free Agenda & Process and conduct your workshop tomorrow.
Maria’s Case Study “Standard” Example
This comprehensive case study: [Click Here] details how Maria successfully applied a variation of this process to turn around a struggling team in just 12 months. This field-tested, real-world process (no games) ensures the new leader’s team never experiences “storming,” thus moving back into a high-performing unit.
See also Onboarding New Teammate