Thriving in Transitions: How to Succeed Quickly in a New Role

 

More Leaders Fail Than You Would Think

Transitions are defining moments. When stepping into a new role, you are immediately under evaluation—by your peers, your team, and even yourself. It is a period filled with uncertainty, and nearly everyone experiences some level of overwhelm in the first few weeks. The sheer volume of new information, unspoken expectations, and shifting dynamics can make it difficult to feel in control.

Yet nearly half of new leaders do not succeed within their first 18 months (according to Gartner). One reason is the belief that simply adapting is enough. However, those who truly excel take a more deliberate and proactive approach, ensuring they quickly gain clarity on key priorities, align with the right stakeholders, and establish their credibility from the start.

The individuals who make a strong impact early on embrace six key practices that help them navigate change effectively:

1. Put the Ego Aside

Many new leaders feel intense pressure to meet expectations, leading them to hesitate when it comes to admitting gaps in their knowledge. However, the reality is that no one steps into a new role knowing everything. Those who thrive recognize that acknowledging unfamiliar territory is not a weakness but an opportunity to learn. By embracing curiosity over ego, they create space for more effective collaboration, rapid learning, and stronger relationships.

2. Ask Bold Questions

It may feel natural to observe and gradually integrate, but the most effective transitioners actively seek understanding. They identify the informal leaders, the cross-boundary innovators, and the individuals who influence outcomes beyond formal hierarchies. Informal leaders are often those whom colleagues naturally turn to for guidance and advice, even if they do not hold a formal leadership title. They may be long-tenured employees, skilled problem-solvers, or individuals with strong social influence within the organization. Cross-boundary innovators, on the other hand, are those who break silos and facilitate collaboration between departments, fostering creativity and new ideas. By engaging with these key figures — through conversations, active listening, and collaboration — new leaders gain crucial insights into how things really work, accelerating their ability to make an impact.

3. Gain Momentum

Trust is fundamental to early success. One of the most effective ways to build it quickly is by listening attentively, learning continuously, and involving others in solutions. Taking the time to genuinely understand the concerns, aspirations, and working styles of colleagues fosters an environment of openness and collaboration. While the instinct to demonstrate competence immediately is strong, prioritizing meaningful connections not only accelerates integration but also ensures a leader has the necessary support when making key decisions. People are far more likely to rally behind someone they feel heard by and connected to. Investing in relationships early on creates a foundation of goodwill, making it easier to navigate inevitable challenges and drive collective success.

4. Fill Gaps

Every leader brings unique strengths to the table, yet none possess every skill required for success. Those who thrive recognize what they contribute and identify areas where they need additional expertise. These gaps may include technical knowledge, strategic thinking, communication skills, or industry-specific experience. For instance, a leader with strong vision but limited financial acumen might seek out a finance expert to help interpret key metrics and guide budgeting decisions. Similarly, someone with deep technical expertise but limited leadership experience could benefit from mentorship in team management and decision-making. Rather than attempting to address every challenge alone, they cultivate a network of individuals whose strengths complement their own, leveraging partnerships and continuous learning to enhance their effectiveness.

5. Scale Up

The reach of a leader’s influence is often shaped by those who help amplify their message and ideas. Building relationships with individuals who are respected within the organization enables a new leader to extend their impact, gain traction for their initiatives, and integrate more effectively into the broader culture. Finding allies is essential, and these allies can come from multiple levels—peers, department heads, and even members of their own teams. Establishing credibility among peers can be done through collaboration on shared projects and open knowledge exchange. Gaining the support of other department heads requires demonstrating an understanding of their challenges and contributing value to their initiatives. Within their own teams, leaders can create informal alliances by fostering trust, encouraging input, and recognizing contributions. Informal alliances often emerge naturally through shared goals and consistent, meaningful engagement, ultimately positioning a leader as someone worth supporting and advocating for.

6. Shape Your Circle

Sustained success is not solely determined by performance but also by the ability to maintain energy and resilience. Leadership can be demanding, and burnout is a real risk, especially during transitions. Forming a network of trusted colleagues and mentors is essential for gaining fresh perspectives, sharing challenges, and receiving guidance from those with relevant experience. Unlike strategic alliances that help amplify influence, this circle serves as a personal and professional support system, offering encouragement and helping to sustain motivation. These connections can come from industry peers, former colleagues, or even professional coaching relationships that provide structured insights. By intentionally building this support network, leaders ensure that the transition remains fulfilling and sustainable over time, helping them maintain both performance and well-being.

The Hidden Key to Thriving

Another valuable yet frequently overlooked aspect of success in a new role is engaging with individuals who are initially skeptical. While it is rewarding to connect with early supporters, those who challenge your ideas often offer perspectives that prove essential. By acknowledging and addressing concerns early, new leaders can transform potential obstacles into opportunities for collaboration and growth.

How to Get Help if You Struggle

Transitioning into a new role can be challenging, and sometimes even the best strategies do not feel like enough. If you find yourself struggling, consider these approaches:

• Seek out a mentor or peer support group – Learning from others who have been in your shoes can provide valuable insights and reassurance.
• Be open to feedback – Constructive input from colleagues can be instrumental in adjusting your approach and improving your effectiveness.
• Invest in professional coaching – One of the most effective ways to navigate transitions is by working with an experienced coach. Blue Horizon Training offers expert guidance tailored to help you succeed quickly in your new role.

Do not hesitate to reach out for help. Everyone encounters challenges, but the key is how you choose to overcome them.

Know someone beginning a new chapter in their career? Pass this along. Your support might help them navigate their transition more effectively.