Leaders shape the world-for better or for worse. Good and effective leaders tend to learn quickly and assimilate with their team within a few days. Others take months and still fail to gain rapport with their team. Although some people are simply better at assimilation techniques, most follow thorough guidelines that help them secure their place in a company. New leader assimilation steps focus on soft skills that you can learn to better fit into a role. 

These include diagnostic skills, communication skills and social skills. If you want to know more about the new leader assimilation steps, read ahead. 

Importance of New Leader Assimilation Steps

The new leader assimilation steps are a great way to kick-start a healthy relationship between the leader and the team. It helps the team members get to know their new leader within a short time span. 

Moreover, it helps build a relationship of trust and healthy communication between the two parties. Lastly, it helps lay a solid foundation for open and effective communication between the leader and the employees. This helps improve efficiency and progress within an organization. 

Phases of New Leader Assimilation Steps

Although each organization makes slight changes to the process, the overall phases remain pretty much the same. At the beginning of the process, the organization has to appoint a facilitator. The role of the facilitator is essential because they have to remain objective within the entirety of the exercise. 

They will also have access to sensitive and private information of the leader and the team, but more on that later. Let us now look at the five sequential phases of the New Leader Assimilation Program.

1. Breaking the Ice-Initiating the Program

At the start of the session, the consultant has an informal meeting with the employees or the members of the time. The manager tends to welcome everybody at the start and explain the importance of the exercise. They try to break the ice by showing a soft and candid attitude.

Moreover, they ensure all the participants that their confidentiality will be maintained and respected. Next, the consultant explains the purpose of the exercise, how it will be done and who will be conducting the steps. 

2. The Facilitator Enters and Data Collection Begins

Depending on the facilitator and the type of organization, seven basic questions can be asked. These questions include information about the new manager, what the team already knows about the manager, and what they wish to know. 

Furthermore, the team can express any concerns they have or their expectations from the new manager. Sometimes, the team is also expected to share information they would like to convey about themselves. Lastly, the team identifies the role they will play in making the new manager successful. 

3. Organizing Data and Involving the Manager 

Once the data is organized, in the form of charts and tables, it is conveyed to the new manager. Names and identities are kept confidential. The job of the facilitator will be to convey the responses of the team to the new manager. 

The facilitator tries their level best to remain objective and truthful to the data they have collected. Next, the manager and facilitator sit together and try to extrapolate major ideas and themes from the data. They may even discuss the overall strategy for the next phase. 

4. Responding to the Team-the Leader Rises to the Situation

This is the most important part of the new leader assimilation steps mentioned above. After contemplating on the responses, the manager is now ready to talk to their team. Firstly, the manager opens up about themselves and shows candor while discussing important aspects of their life. 

Next, they try to shed light on important themes identified in the data. Next, the manager asks any follow-up questions from the team. Lastly, the manger ensures that the team is satisfied with the answers and that a good rapport has been built. 

What Are Some Common Mistakes New Leaders Make?

In their attempt to gain momentum in the start, new leaders can often make a lot of mistakes. Since they want to fit in the role as quickly as possible, they take it upon themselves to get quick results. This can often backfire. 

1. New leaders often start with setting 100 day or 3 month plans without first assessing the situation at hand. This results in instant failure and loss of trust in the new management. 
2. Not giving enough time to build team rapport. New leaders may expect their team to show consistency and coherency without allowing them time to adjust to the new leadership. 
3. Not making enough connections: most leaders fail because they are relying on old tactics and relationships. They have not spent enough time cultivating their relationships with all stakeholders involved. 

How New Leaders Can Recover From Early Missteps?

Like great historic leaders, current new leaders can also learn from their mistakes and move on- the key is not get stuck in a loop and make necessary changes quickly. Here are some ways in which new leaders can recover from bad decisions. 

1) Take Ownership of Their Actions and Gain Credibility

It is tempting to blame your team and get away with a mistake. But in the longer run, this can be counterintuitive to your reputation. You can start by accepting your mistake and devise a plan for improving the situation. This will help your team put their trust in you. 

2) Plan Realistically and Increase Your Chances of Success

Most plans fail because leaders tend to overemphasize their skills and under deliver on their promises. You can fix this by carefully assessing your environment, your resources and the skill set of your team and then plan accordingly. Any new plans that the leader in transition announces will have a higher chance of success. 

Lead Like a Pro With Best Diplomats

Best Diplomats has carried out extensive trainings and sessions to help future leaders rise up to the challenge. Through its United Nation Simulations program, it encourages young leaders to take up charge and create an impact. To sign up for the program, click here.

Conclusion

When new leaders join an organization, they often find it difficult to get everyone on board. They also face the untrusting attitude of the team they are heading. Through the New Leader Assimilation steps, this issue can be resolved in a matter of a week. 

However, these steps only act as an icebreaker, leaders have to show strength and a solid character before they can command their team and lead them to victory. Gladly for you, Best Diplomats is here to help you out.