How can you establish credibility as a new leader?

Am a strong believer that when one starts out a new role one has to meet up with clients, stakeholders and spend a lot of time to understand what there expectation and challenges. In parallel educate one’s self about the company’s vision and objective. One should come up with an immediate, short term and long term plan where one is able to combine the company’s vision and key expectations. A key ingredient for this to be successful is people so one should work with people who are aligned and critical to achieve success.

I think the most humbling thing you can do as a new leader, is walk in with humility. You know you're amazing, but not everyone else does in their gut. There might also be jealousy. The best thing you can do is listen and observe so you know how to lead in that culture. THAT makes a strong leader, the ability to adapt in a given setting and you wont know that until you humble yourself and learn.

I agree with the points identified in the article. However, from my perspective, the primary step in establishing credibility is not only knowing your role but truly understanding your potential. It's essential to map your strengths to the role's requirements, identify any weaknesses, and then find swift strategies to leverage your strengths to address those weaknesses. Moreover, data plays a pivotal role in leadership. Always utilize data to comprehend the historical context and to shape future decisions. Lastly, a hallmark of a great leader is the ability to express gratitude. Always thank your team and give credit where it's due. This not only establishes credibility but fosters a culture of appreciation and collaboration

1. Set clear expectations: Communicate your vision, goals, and expectations clearly to your team. 2. Lead by example: Show integrity, professionalism, and ethical behavior in all your actions. 3. Build relationships: Take the time to get to know your team members individually. 4. Communicate effectively: Foster open and transparent communication channels. Encourage feedback and listen actively to your team's concerns and ideas. 5. Encourage collaboration: Promote teamwork and collaboration to foster a sense of unity and shared purpose. 6. Learn and adapt: Continuously improve yourself as a leader by seeking feedback. 7. Deliver results: Set achievable goals and work towards delivering them. Maintain Patience

Hearing employees and clients of all levels individually in a one-on-one meeting. Ideally, everyone but at the very least representatives from each department. This is important especially with lower level employees. Company culture starts from the ground up. By taking the time to meet with them individually, they will feel heard and represented by the new leader.

First thing you need to do is understand the current situation and appreciate how the company got to that place. Don't judge, simply listen and absorb. Don't say bad things about the current state or people. Whatever the current state is, there are reasons for that, and your new team needs to feel safe to express them. That will go a long way in establishing the trust. Remember, trust has to be earned. It can't be inherited with a title. Once you have earned the trust, people will listen to your ideas in a positive manner and will join you in the journey.

ABC - Always Be Collaborating with others. As a leader, we must engage with our people and continue to learn by self development and with others. Definitely listen vs. speak, especially when it comes to what your people need to be successful.

As a new leader, you can help build trust and credibility with your team by taking the time to understand what each team member does, what they feel is working well, and what they believe could be improved. It may be tempting to immediately start implementing your own ideas, but taking the time to seek their input can help identify quick wins and build trust.

As a new leader, avoid coming with arrogant attitudes, even if you are the absolute expert. Listen and learn from the people currently doing the job. Take the time to have multiple sessions in which you will be learning from them what is their day to day and current problems. Most importantly, ask them how they think the problems could be fixed, or what would be the best scenario. Most likely they already know how to fix the problems but they haven't been heard.

Some ways I have seen it work well - Know your team - Spend time in 1:1 and equally with groups - Learn their current ways of working - Identify what are your teams need, where help you can give right now - Roll up sleeves and go help without being judgement of current process Every day team has worked without a necessary member on team, everyone on team has absorbed that additional pressure, so-releasing this additional pressure will help them and help you regain their balance Which will enable you to land first step towards gaining trust. Things might have been imperfect however after this decisions to make thing better one day at a time by bringing changes in you or team will be so much easier.

You have to be part of team and not the one who is just leading the team. Always be ready to 'Lead from front'. Nobody gets inspired from people who can't walk their talk. To be a good leader, first person has to be good role model. Once team will start recognizing your ability, your willingness to be part of team rather than just leading the team, things will automatically start getting into right place.

It's also important to not achieve results at the cost of the team or its members. "At all costs" can ruin your team and poison your future impact. Understand that even small things can drive a wedge into your team and take care not to let them cause issues.

Assigning tasks is often used by people to exclude themselves from the collective. Assignments need to be seen as representative effort, leadership and responsibility but not an opportunity to dump the less glamorous work on the weakest (or those absent) in the room.

Be sure to check in early and often. Strive for truly understanding their desired outcome. One degree off course early on can result in missing the target by a mile.

It is a great way to gain trust by making the team believe that you are capable of doing the same thing that you are asking your team to perform. It will help to win the trust of the team and the team will feel that they have someone to approach when in trouble.

It's important to not only build relationships with your team, but also with other leaders across the organization. It becomes much easier to help resolve cross-team issues and remove obstacles if you have an existing rapport with leaders from other areas.

Stay realistic and be sure not to overpromise on what you can achieve. The surest way to ruin a budding relationship is to underdeliver.

Finding a mentor for yourself, who can reflect and suggest, trim and guide you is an essential relationship...in fact, don't leave home without it. Another is to find leadership peers who are close enough to care and understand your world, without being in any way competition. And finally Leaders give, even better they mentor. Growing the next set of leaders is one part of your family. Most mentors will tell you that they learn more from being mentors than by being mentored.

Establishing my credibility as a new leader, especially in the cybersecurity sector, encompasses various essential strategies. Drawing on my experience as an Assistant Professor of Cybersecurity and an individual dedicated to educational advancement, I can leverage my academic knowledge and expertise to bolster my credibility in a leadership position. The process of building credibility demands patience and ongoing dedication. Through showcasing my expertise, upholding transparency, empowering my team, and cultivating an environment that prioritizes collaboration and continuous learning, I will solidify my credibility as a leader within the cybersecurity realm.

Building relationships is a vital part of letting your team know more about you. I have spoken to numerous candidates who are suddenly looking for new jobs due to having new managers enter their businesses and not take the time to make proper introductions. It gives off the wrong impression and as we all know. First impressions count!

Learning new skills also includes keeping up to date with the times. For instance knowing about new technologies within ones profession and industry. One way of doing this is by attending webinars and reading relevant journals.

Showing commitment to continual learning not only helps you grow as a leader, it also sets a powerful example for your team. If you demonstrate the importance of making time to learn new skills and perspectives, your team may feel empowered to do the same.

Some of the best ways to show growth and development as a new leader are: 1. Learn your strengths and weaknesses and actively work on them (I recommend CliftonStrengths). Also, consider doing 360 feedback annually. 2. Stay curious, humble, and be willing to listen then take action on feedback that involves those you lead. You are there to serve and help them grow too. 3. As the saying goes, "We are only as good as our word.. Show that you do what you say you will do.

Authenticity IS a leader's currency. Keep it real. Ultimately your tribe does what your DO, not what your SAY. Trust is built one interaction at a time. Say what your mean and mean what you say. Old truths that convincingly stood the test of time!

Being authentic should be a priority for any new leader. Otherwise, you will not be viewed as credible or trustworthy, which can and will impede your ability to be effective. Being relatable and transparent helps to accomplish this. It is not enough to tell those following you what to do - you also need to speak to the why. Providing the full picture and speaking to the challenges you face can help others understand your perspective and encourage collaboration. The last thing you want as a new leader is for people to think you are simply concerned about the bottom line. Painting a bigger picture, and being vulnerable and authentic, creates space for people to provide you with grace and understanding as you take on a new leadership role.

Do what you say you will do. When there’s a breakdown, own it and make it right. Another word for this is integrity. That’s what ultimately builds trust and credibility.

Double up on your daily question intake. Be curious - it creates connection and a sense of trust, and you get to know the actual people and work dynamics ..not what is in your head, or what outsiders say or think. Be kind ; to yourself, as you need time to transition and learn, and kind to your team: they are also dealing with a new leader. Read, watch good leaders' behavior, and practice what you admire about their actions, approaches, and words.

Bring new perspectives in and break previously considered barriers with your fresh thinking and insights. I have seen multiple new leaders come in, provide new perspective - a fresh way of thinking that has energized the organization to pursue newer heights.

Over 93 percent of the theories or models are missing the most important aspect of leadership. The 7 percent that come close to real leadership, have a weak theoretical foundation. See the Peter Northouse book on Leadership for more. The world is experiencing many crises, low engagement is creating massive losses, and so much more is wrong with nominal leadership. One of the worse leaders was called authentic, because he is clearly bad and doesn't attempt to hide it. Many are listening and learning the wrong things or taking the long way to get there. One can grow wrongly. So I saw learn and understand leadership's grand theory (LGT), and you will not only establish credibility, but you will never fail as a leader!