Navigate Your Leadership Transition with Clarity and Confidence

You did it! You got that promotion or you’re taking on an additional team, maybe it’s a lateral move in a different line of business. You are making a leadership transition!

These shifts often come with a surge of excitement, a dose of uncertainty, and a whole new set of expectations. They are often a test of your skills and your mindset. The question isn’t only “What do I do now?” it’s “Who do I need to become?”
According to McKinsey, nearly 50% of leadership transitions are considered disappointments within two years. This isn’t because leaders are not capable—it’s because they weren’t prepared for the shift in identity and influence that comes with a new role.

Tip 1: Redefine Success Early
Michael Watkins, author of The First 90 Days, emphasizes the importance of matching your leadership strategy to your new situation. What worked in your last role may not serve you now. In fact, we should suggest you assume it will not work this time. Instead, take time to understand the nuances in culture, the team dynamics, and the expectations from above. Then, define what success looks like in the first 90 days and communicate it clearly.

Tip 2: Shift from Doing to Leading
One of the most common traps for newly promoted leaders is staying too close to the work. You were likely promoted because you were great at execution, but now your value lies in enabling others to succeed. This applies to leaders shifting roles or taking on new teams. You want to be helpful or learn by doing, its natural. Resist this urge and instead identify specific places you can enable others, remove roadblocks, or provide more coaching.

Tip 3: Build Trust Fast
Trust is the currency of leadership. Study after study tells us that leaders who actively listen and engage with empathy build stronger teams and reduce attrition. Schedule intentional 1:1s, ask about people’s goals and frustrations, and show up consistently. Your presence matters more than your PowerPoint.

Tip 4: Embrace the Emotional Shift
Leadership transitions aren’t just logistical—they’re deeply personal. You may feel imposter syndrome, grief over leaving a beloved team, or anxiety about proving yourself. Stoke Leadership encourages leaders to name these emotions and reflect on the “cost” of reactive tendencies. Self-awareness isn’t a luxury, it’s your leadership superpower.

Tip 5: Don’t Go It Alone
Whether it’s a mentor, a coach, or a peer circle, surround yourself with people who will challenge and support you. Leadership can be lonely, but it doesn’t have to be isolating. Make a plan to meet with members of your support system, with intentionality, every other week over your first 90 days. Share your challenges, ask the icky questions!

Leadership transitions are not detours, they’re accelerators. When approached with intention, curiosity, and courage, they become moments that shape not just your career, but your character.