Do you ever find yourself facing the daunting challenge of stepping into a new leadership role? Or promote someone into a leadership role who has never handled the complexities of leading and navigating strategy? Many emerging leaders experience a sense of overwhelm as they navigate unfamiliar territory. But here’s the good news: you have the potential to thrive in your new position.

In a recent Clarity Call with a client who had recently been promoted to an executive position within her organization, we moved her from a place of overwhelm to feeling confident. She was grappling with the complexities of her new role, as she moved from a lower level position to this new Chief of Staff role. She wasn’t lacking in capability or intelligence, but rather the tools and strategies essential for success as a leader and manager.

We went through 3 exercises around what she could only do, how to delegate, and how to lead an effective one-on-one to help her move forward in her role. Here is some more info on those exercises.

1. What can you only do?

This simple yet effective exercise helps you to see the tasks that you need to do in your role versus what you want to do or what you have done previously. Moving from one role to another in the same organization can be difficult. Using this exercise, you change your mindset and how you view the tasks that are a part of the job.

I discussed this concept in the last blog post, which you can also find here.

2. How to Delegate tasks

Delegating tasks isn’t simply handing off tasks. It is about empowering your staff. The level of trust you have in specific team members will determine how you delegate to them. As team members show they are reliable and trustworthy to complete tasks, the more you can delegate.

Here are three ways to delegate to staff:

  1. Give them a task to complete. Tell them specific, step-by-step directions on how to complete the task.
  2. You can tell them you need a task completed, give them loose parameters, but tell them to check in every x days.
  3. You tell them the task you need completed and give them the freedom to complete how want. The end result has to be what you need.

Set the task before your employees. Set the parameters. Equip them to do their job. Let them show you what they can do.

3. How to lead a one-on-one meeting

When you are overseeing staff, it is important they feel supported by you as a manager. Some questions you can ask in your weekly check in meetings can include:

You know your team, or will get to know your team, better than anyone. Find the right questions for your team. I give my clients a template they can alter and use for these meetings so that the meetings are effective for both the leader and the team member.

At the end of our time together, she felt more confident in moving forward with these tools in her leadership tool belt.

Take these tools and apply them to your own leadership journey. No one should feel overwhelmed in their role.

If you find you are feeling overwhelmed in your role as a leader or business owner, and need to gain clarity and a path forward, scheduling a Clarity Call may be your next best step. Sign up here.

Stephanie German is a business strategist, adjunct professor, and speaker. She holds a master’s degree in organizational leadership and loves giving back to her community in a variety of ways. When she’s not coaching clients or writing about leadership, Stephanie is usually headed to the mountains or the beach with her family, drinking savory wine, or working on the latest project with her husband. Stephanie’s greatest desires are to raise up the next generation of leaders while raising her own children to be strong, independent, and brave. She lives in Fresno, California with her husband Blake and her three spunky daughters, Cara, Kinsey, and Peyton. She is the best-selling author of So Your Boss Can’t Lead?

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