New Leaders, Same Mistake: What You’re Getting Wrong

I love working with new leaders. They’re fresh out of training, excited to pick up the leadership mantle, ready to help their teams, and eager to make a difference.

But there’s one big mistake I see again and again.

And it’s not lack of skill or effort.

It’s trying to do too much, too fast.

Their energy and drive to make a difference right away is great to bring to the role, but it can also push them to make the wrong moves too quickly, which can lead to bigger issues down the road if we don't course correct.

What This Looks Like in Real Life

⚠️ A client who just accepted a new role told me she was already brainstorming solutions to the problems brought up in her final interview, before she’d even started the job. She wanted to help right away, as soon as she started.

⚠️ Another client got promoted to work under an established manager and immediately wanted to ease their new manager’s workload. When her manager asked her to focus elsewhere first, she found herself frustrated and resisting the direction she was given because she wanted to make a greater impact.

⚠️ A third client, in her first few weeks in her first leadership role, felt so excited and rewarded by helping her new team that she'd started compromising the very work-life boundaries she’d worked hard to set.

These new leaders had great instincts and wanted to add value. But they were trying to solve everything all at once, all by themselves.

I asked questions like:

💡 How could you possibly have a great solution to everything after one conversation?

💡 Why are you resisting the priority your manager asked you to focus on?

💡 How can you continue to be the grounded leader your team needs if you don’t prioritize your own health?

💡 What will you be modeling for your teams by handling things this way?

The Pressure to Prove Yourself

Underneath the enthusiasm is a very human desire:

⭐ To prove that you deserve this role.

But the danger is in skipping the very things that make you a leader:

✅ Listening and learning before acting

✅ Asking thoughtful, curious questions

✅ Building collaborative solutions instead of solo missions

✅ Aligning with your manager’s priorities and gaining their trust before doing more

✅ Delegating tasks so your team grows and learns

What Happens When You Skip That Foundation

When new leaders move too fast, here’s what often follows:

👎 Teammates feel steamrolled and disengaged because they weren’t included

👎 Managers feel disrespected if you bypass their guidance too quickly

👎 Teams become overly reliant on the new leader instead of learning to trust themselves

👎 The leader burns out or builds resentment because they’re carrying too much, too soon

Here’s the real kicker: You end up accomplishing less. You're working hard, but you're carrying too much of it alone. That's not leadership.

What Could Happen If You Slowed Down?

Some of my favorite questions to ask are:

💡 What could happen if you slowed down enough to bring your team with you?

💡 What opportunities are you missing out on by not involving the team?

💡 What if your greatest impact isn’t about proving how much you can do on your own, but showing your team how much they can achieve together?

Leadership isn’t about rushing in to save the day.

It’s about creating the conditions where others can grow, contribute, and thrive alongside you and each other.

Ready to Lead Without Burning Out?

If you're stepping into a new leadership role or feeling the pressure to prove yourself, let’s talk.

I help leaders at all levels find their focus, build strong relationships, and lead with confidence… without burning themselves out in the process.

👉 Schedule a conversation with me here