You’ve inherited a group. They’re proficient; there’s no query about that, however the vibe is off, efficiency is inconsistent and roles are blurry.
Getting into a brand new management function is meant to really feel like a brand new chapter, filled with chance. However typically, it feels extra like strolling right into a room the place the lights are flickering, the furnishings’s mismatched, and everybody’s taking a look at you want, “Who’re you, and what are you going to do about this mess?”
As a Expertise & Tradition Strategist and Government Coach, Anja van Beek has labored with numerous leaders who’ve been in these footwear — dropped into roles with huge expectations however little readability or assist. Gallup’s 2025 State of the Office Report backs this up: practically 70% of staff aren’t totally engaged at work, and a number of that comes all the way down to how groups are led – or, extra typically, how they’re not led. You’re not failing when you really feel such as you’re placing out fires with a half-empty bucket. You’re coping with a group that wasn’t set as much as win. But.
The excellent news is that you could flip it round. It’s not about being a superhero or flipping every little thing the other way up in a single day, however extra about being intentional, and making human-centered strikes that rebuild belief, spark momentum, and get everybody rowing in the identical route.
Van Beek shares 5 sensible steps to get you began:
1. Discover the gold in your group (even when it’s onerous to see)
Each group, regardless of how caught, has strengths. Possibly it’s the deep data somebody’s been quietly hoarding for years. Possibly it’s the best way the group rallies for a consumer regardless of inner chaos. Or possibly it’s simply their grit – exhibiting up day after day, even when issues really feel off.
Your job is to identify these strengths and shine a lightweight on them. Name out what’s working, after which use it. On the identical time, present you’re not ignoring the mess. Lower out that pointless course of that’s driving everybody nuts. Make clear who’s answerable for what. Discover a fast win, one thing small however noticeable that makes folks suppose, “Okay, this feels completely different.” When folks see progress, even in small doses, vitality begins to shift. You don’t want a whole overhaul; you simply want to start out the place they’re.
2. Don’t simply lead down – lead sideways, too
It’s straightforward to focus in your group and your supervisor, however what in regards to the folks throughout from you? Your friends, different departments… they could nonetheless see your group as “that group that at all times drops the ball.” If their assumptions about your group are outdated, you’ll maintain working into roadblocks.
Get proactive. Sit down with these colleagues and reset the narrative. Clarify how your group works now, what’s altering, and how one can collaborate higher. This type of “horizontal management” turns your group from an remoted island right into a related a part of the larger image. It isn’t about managing down, additionally it is about constructing bridges sideways. You’ve the chance to alter the narrative.
3. Paint a transparent image of success
In case your group’s been by means of a restructure or is mid-transition, “success” can really feel like a shifting goal. Don’t let it keep obscure. Spell out what progress seems to be like, and make it concrete. Assume small, measurable wins: fewer missed deadlines, smoother handovers between groups, faster choices, and even simply higher vibes in conferences.
Then, discuss it. Lots. Don’t assume folks see the progress you’re making – name it out. Share the wins in group huddles, in emails, in chats together with your boss. LinkedIn’s Office Studying Report exhibits that clear objectives and visual progress increase engagement and maintain folks round longer. So, make it loud, make it clear, and let your group really feel the momentum.
4. Speak in regards to the cracks, with out pointing fingers
Your group already is aware of what’s damaged. They’ve been dwelling it: missed deadlines, unclear priorities, or processes that really feel like they have been designed to frustrate. They may’ve raised these points earlier than, solely to be ignored or dismissed. That stings, and it erodes belief.
You’ll be able to change that. Create area to speak brazenly about what’s not working, however body it as a problem-solving session, not a blame recreation. Do this: run a “Begin, Cease, Proceed” dialogue. Ask:
What ought to we begin doing to work higher collectively?What ought to we cease doing as a result of it’s holding us again?What’s working nicely that we must always proceed?
This method invitations honesty with out making anybody really feel attacked. Analysis from Gartner exhibits that psychological security – the place folks really feel protected to talk up – is what is required for group efficiency. In locations like South Africa, the place cultural nuances and hierarchies could make open dialogue trickier, creating this type of area is much more important.
5. Repair the system earlier than you decide the folks
It’s tempting to have a look at a struggling group and suppose, “They’re not collaborating,” or “They’re not stepping up.” Maintain off on that. As a rule, what seems to be like a folks downside is definitely a system downside. Ask your self:
Are priorities clear, or are folks juggling competing calls for?Do they see how their work suits into the larger image?Are processes constructed for collaboration, or do they create silos?Are they set as much as succeed, or simply to outlive?
A McKinsey research discovered that almost all organisational transformations fail as a result of leaders don’t handle these deeper, systemic points. Earlier than you begin teaching people, take a tough take a look at the setup: the processes, the construction, the tradition. Repair these first, and also you’ll be amazed at how a lot the “folks issues” begin to fade.
A Remaining Phrase
You don’t need to be the saviour who swoops in and fixes every little thing. Your job isn’t to rescue – it’s to reset. Reset the system, re-engage your folks, and rediscover the group’s function. It gained’t occur in a single day, but it surely will occur when you lead with intention and emotional intelligence.
Gallup’s 2025 report exhibits that leaders who convey empathy, readability, and curiosity to the desk maintain extra expertise, get higher outcomes, and rebuild damaged cultures quicker. You would possibly’ve inherited a large number, however the way you reply? That’s the place your management shines.
