Newly appointed to a leadership position? Congratulations! It means your efforts have paid off! You need to take a moment to celebrate this. But you also need to find ways to deal with the pressure of new leaders.

Often new leaders in corporations feel like they were thrown into cold water. “Go figure” is what you will hear.

Once you start in your role, all kinds of questions and expectations pop up. And suddenly you wonder whether you should attend that meeting first, talk to your team, make that decision, prepare strategy slides etc.

And on top of that you want to ensure you appear as a competent and knowledgable person.

But how?

What support system do you have?

Who is there to show you? How do you make sure your workdays don’t extend into the night or into the weekend?

And how to make sure you won’t be overwhelmed by a mountain of work in front of you?

The truth is, whilst the role is a recognition of your hard work and your achievements. There isn’t always the space and the time to properly introduce you into the role.

For a while you may have to face:

• impostor syndrome
• sleepless nights
• doubts
• stress

But don’t let this get the best of you.

Take a breath, focus. What is it that you want to achieve in your role? What is your vision of you as a leader? And what is your vision for the team or your department?

Bitesized steps can counter pressure of new leaders

Break it down, into achievable steps – and very importantly: Communicate all of this with your team. They need and want to be involved. They want to know where the journey is taking them.

Once you have that, think about more practical steps:

• what skills do lack right now to make this happen?
• what talents do you have in your team and who can do what?
• do you know how to delegate?
• do you know how to say no?
• do you know what your priorities are?

Take some time to map this all out.

And ask for help.

It may feel lonely at times, but others have been there. Others can guide you and support you.

Decide if you want to work with a mentor or maybe a coach.

You got this. Have patience with yourself. I found myself in the same situation years ago. I was basically thrown into this new role and had to find my way. What helped me was the work with a coach. It helped me understand how much pressure I made myself. And how many expectations I had put on myself.

Once I was able to let go of these things became enjoyable. The feeling of wanting go have all the answers faded into asking questions back, empowering my teams. And that was the biggest relief possible.

What I want to say is that it helps to lead with intention, being conscious with one’s actions and decisions. Don’t let the days happen. Understand what you set out to do. Make a plan, follow up, make sure you’re accountable. And the same for your employees.

Key questions for new leaders

1. How do I manage overwhelming responsibilities and expectations? New leaders can navigate overwhelming expectations and responsibilities by seeking support and guidance from mentors, coaches, or experienced colleagues outside the organisation. They can also prioritise tasks, break them down into manageable steps, and communicate with their team about their challenges and goals.
2. How can I overcome common challenges like impostor syndrome and stress? To overcome challenges like impostor syndrome, sleepless nights, doubts, and stress, new leaders can practice self-care techniques such as mindfulness, delegation, and time management. They can also seek feedback and validation from their team, focus on their strengths and accomplishments, and set realistic expectations for themselves.
3. What strategies can I use to communicate effectively with my team and delegate tasks? Effective communication with the team involves sharing the leader’s vision, goals, and expectations clearly and transparently. New leaders should encourage open dialogue, active listening, and feedback mechanisms to foster a culture of trust and collaboration. Developing skills like delegation and prioritization requires practice, training, and mentorship, and leaders can gradually improve these abilities over time through experience and reflection.