A role transition rarely succeeds alone. This checklist sorts the most important points into the three phases of the transition, before the start, the first week and the first ninety days, plus the points that sit with HR.
Before the official start
- Announced the role change to the team officially and in person, not only by email.
- Aligned expectations between the new leader and management in writing.
- Scheduled a first conversation with the former team before the official start.
In the first week
- Held one on one conversations with every former colleague on the team.
- Openly stated expectations for collaboration and communication.
- Clarified with their own manager where to turn for support if needed.
In the first 90 days
- Made a first difficult decision instead of postponing it.
- Deliberately reflected on their own understanding of leadership, for example in coaching.
- Asked the team for feedback on how the new leadership style feels.
- Discussed a progress check with HR or their own manager.
For HR
- A structured onboarding process for internal promotions is in place.
- Budget for external coaching during the transition period is planned.
- A contact person for the former team is named in case conflicts arise.
The full version with all seven steps
The free guide From Colleague to Leader goes deeper into every single point, straight from my coaching practice.