So you walk into a team as a new middle leader or manager. In the team is an older, more experienced but unsuccessful candidate for your new role. What do you do?

The frame I want to use here is:
- Take action
- Build empathy
- Create a learning culture

The trick here is to focus your attention and energy, through these three elements, on the team, not you.

Two great team conversations to have early in your leadership are those that help people know and understand each other more deeply, and those that help shape 'the way we work here'.

Not strategy. Not KPIs. Not your plans for the team.

Facilitation is your primary mode in this phase - this gives you the chance to give clarity and direction on these conversations *and* loads of opportunity to listen.

Listening is your primary behavior and skill that builds empathy in the team and gives you loads of insight.

Has this situation happened for you? What did you do that worked, or maybe didn't go so well?

If leading from the middle is your game, join me for a chat that explores dealing with difficult people in your team, details below. It's not another webinar - simply holding the space for the sharing of some ideas and examples.