2. Don’t let barriers stand in the way - Conversely, they identify people who are barriers to progress and either remove them or move them sideways. Unfortunately, individuals who don't contribute value to an organisation do exist. Successful leaders ask people to face up to the challenge.
3. Do get the vision right - Soon after their appointment, successful new leaders need to communicate a clear and simple picture of what they and everyone is there to achieve.
4. Don’t assume - The successful new leader takes time early on to connect and communicate with a wide range of people. They naturally build relationships with their management team. Really effective leaders get out and meet people at all levels. It helps them get a handle on what is going on in the business, provides a real understanding of how it works and identifies the key issues. The process builds credibility for the new leader and generates trust. It also helps the leader identify priorities for later action.
5. Do understand the bottom line - Like it or not, the bottom line is vital to any and every business. Be as creative and innovative as you like, but unless the business is making money you won't be around for long. Successful leaders don't get caught up in the financial detail. They quickly compare the profit and loss statements and balance sheets of previous years and identify the issues and trends. They then ask questions that get people thinking and engaged in dialogue about the business: strengths, weaknesses, opportunities and threats.
6. Do understand measures that affect the whole organisation - Financial measures are clearly important. But successful leaders also focus on understanding the underlying data that indicates performance in relation to customers, production/operations, and the organisation's people. They embrace the financial measures but also identify and review measures affecting the whole business and not just the money.
7. Don’t let costs get out of control - Traditionally organisations that develop and are successful tend to loosen their spending controls. This can add value but, it can also become non-productive and costly. Successful new leaders understand this and quickly get their heads around where spending is effective and where it is not. Handled properly this discipline builds a culture that focuses on ongoing improvement. But be careful: managing solely for low cost can have dire long-term consequences.
8. Do develop a first-rate business plan - Having put the pieces into place, effective new leaders make sure there is a clear road map for everyone in the organisation to follow. It is the business plan. This is the bread and butter of management. The differentiator for successful new leaders is that they make sure each manager's plan is peer reviewed by other managers. This can be challenging and needs to be carefully handled to ensure it is positive rather than damaging. The discussion and debate delivers ongoing learning across the management structure, increases team ownership of plans and increases innovation and the generation of new ideas.
9. Don’t forget to provide feedback on outcomes - Successful new leaders make sure key groups in the organisation get full and open feedback on outcomes. The board gets full summaries of progress against the strategic and business plans which enables directors to carry out their governance role. Effective leaders make sure the management team receives accurate information on the business' key performance indicators and that this is regularly discussed and reviewed. Finally, and most importantly, they make sure everyone working for the organisation has access to information. This transparency lets them see how the business is going against agreed plans and how they personally are contributing. It empowers individuals to identify and act to keep the plans on track. It also creates a strong sense of ownership and engagement, both of which are vital to ongoing organisational success.
10. Do manage people for both performance and development - Successful new leaders implement and maintain an effective performance management process linking individuals to the business plan. Performance management meetings are held monthly and focus on identifying what is going well or not so well for the person. This coaching-based culture delivers behaviour that leads to continuous learning and change. It also provides a forum for identifying individual development needs that in turn builds organisational capability. Most of all, it delivers individual recognition which is a critical ingredient in building long-term engagement.
11. Do ensure systems are in place to support the organisation - Once new leaders have grasped their role and the organisation, they spend time making sure the right systems are in place to support the business plan and strategy. This is an essential success ingredient in today's IT and knowledge-based world. Successful leaders show they have a good grip on modern technology and the opportunities it provides when delivering the right information to the right place at the right time.

Fluid
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