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New Leaders Listen Up

Barbra Carlisle • March 5, 2025

New to Leadership - Here is what no one tells you... until now 

You stepped into a new role—congratulations! 

But if you’re anything like most new leaders, at some point, you’ve probably had that sinking feeling…

“Am I ready for this?”
“What if I mess up?”
“What have I done—get me out of here!”

You’re not alone.

The reality is, stepping into leadership can feel like being thrown in at the deep end—expected to make big decisions, manage complex dynamics, and lead with confidence, all while trying to prove yourself.

But here’s the truth: You don’t have to have everything figured out on day one.

The Hidden Challenges of Being a New Leader

Every great leader has been exactly where you are. And while people might not talk about it openly, the first months in a leadership role are often a mix of excitement, uncertainty, and self-doubt.

The weight of decision-making feels heavier than expected. It’s one thing to have ideas—it’s another to make the final call.

You suddenly feel like you should have all the answers. But the reality? The best leaders ask great questions, not just give great answers.

You worry about being “found out.” Imposter syndrome is real—research from KPMG found that 75% of executives have experienced it at some point in their careers.

You’re managing people who might know more than you. And that can be intimidating, especially if you’re leading former peers or experienced team members.

For different leadership personalities, the struggles show up in different ways:

• The Guardian in us worries about making the wrong call and disrupting stability.
• The Creative in us has big ideas but struggles with the reality of execution.
• The Connector in us focuses on relationships but might hesitate to set boundaries.
• The Nurturer in us wants to support everyone but may avoid difficult conversations.
• The Pioneer in us pushes forward but risks leaving the team behind.

What the Research Says: Leadership Takes Time

Confidence isn’t instant—it’s built over time. A study from Harvard Business Review found that leaders who focus on small wins each week build confidence and resilience faster than those who expect immediate success.

Most new leaders struggle with imposter syndrome. A survey by the International Coaching Federation found that over 70% of new managers experience self-doubt in their first year.

Clarity comes with experience. Research from McKinsey shows that leaders who actively seek feedback and coaching in their first 6–12 months adapt faster and make better long-term decisions.


So, How Do You Lead with Confidence (Even When You Feel Unsure)?

1. Accept That You Don’t Have to Know Everything
Your job isn’t to have all the answers—it’s to ask the right questions, listen well, and make thoughtful decisions.

Try this: Instead of pressuring yourself to “know it all,” start each day by asking:
  • What’s one thing I can learn today?
  • Who can I ask for insight or advice?

2. Build Relationships, Not Just Authority
Your influence as a leader comes not from your title but from trust. Spend time getting to know your team, their challenges, and what they need to thrive.

Try this: Set up 1:1 check-ins with key team members—not just to talk work, but to understand their motivations and perspectives.

A Gallup study found that leaders who build strong relationships with their teams see 50% higher engagement and performance.

3. Set Boundaries Early
New leaders often fall into the trap of trying to do everything—which leads to burnout. Boundaries are key to sustainable leadership.

Try this:
  • Be clear about working hours (for yourself and your team).
  • Prioritise ruthlessly—not every issue is your issue.
  • Practice saying no with confidence.

Research from Stanford found that leaders who set clear boundaries experience 35% lower stress and make better long-term decisions.

4. Seek Out Feedback—But Don’t Take It Personally
Feedback isn’t a sign you’re failing—it’s a tool for growth. Great leaders actively seek it, but they don’t let criticism shake their confidence.

Try this: Ask your team, “What’s one thing I could do better as your leader?” and listen with curiosity, not defensiveness.

A study in the Journal of Applied Psychology found that leaders who regularly ask for feedback improve their effectiveness by 22% within the first year.

5. Play the Long Game—Leadership Is a Marathon, Not a Sprint
You don’t need to have it all figured out today. Focus on consistent, small improvements rather than overnight success.

Try this: End each week with a reflection: What’s one thing I learned? What’s one thing I want to improve next week?

Research from MIT Sloan found that leaders who engage in weekly reflection are 25% more effective in decision-making and team leadership.

Final Thought: You’ve Got This

It’s okay to feel unsure. Every leader starts somewhere. What matters isn’t perfection—it’s your willingness to learn, adapt, and lead with intention.

So, if you’re in the early stages of leadership, or supporting someone who is, remember:

✔️ You don’t have to be perfect to be effective.
✔️ Your team values authenticity more than authority.
✔️ The best leaders grow into their roles—one step at a time.

What’s one thing you’ll focus on this week to step into leadership with confidence?

Managing Stress as a Leader

By Barbra Carlisle • March 16, 2025
As a leader I am sure you will agree that leadership is a rewarding journey on the whole. However, it’s often a journey that is travelled under significant pressure. The weight of responsibility, decision-making, and managing people can lead to stress that doesn't just impact you but ripples out to your team, organisation, and your family life. Recognising, understanding, and managing this stress is crucial for sustaining effective leadership and fostering healthy workplace cultures. The Dynamics of Stress in Leadership Stress manifests differently for every leader. For some, it may show up as physical symptoms like fatigue, headaches, or difficulty sleeping. For others, it's emotional or behavioural—irritability, indecisiveness, or withdrawal. Prolonged stress can lead to burnout, reduced productivity, and poor decision-making (Harvard Business Review, 2022). Stress isn’t always about workload. It can stem from unclear expectations, navigating complex team dynamics, or facing the weight of constant change. The challenge is that leaders often feel they must carry this weight silently, believing vulnerability undermines authority. Yet, the reality is that unaddressed stress can lead to miscommunication, disengagement, and a culture where pressure becomes the norm rather than the exception. The Ripple Effect of Leadership Stress Individual Impact: Chronic stress can erode a leader’s health, relationships, and overall wellbeing. It can lead to poor mental health outcomes and diminish one’s sense of purpose and satisfaction in work. Family Impact: The stress a leader experiences doesn't stay at the office. It can strain relationships at home, reduce emotional availability, and contribute to feelings of guilt and isolation. Team Impact: Leaders set the tone for their teams. Stress can result in less empathetic leadership, strained communication, and a lack of psychological safety. This may discourage innovation and increase turnover. Organisational Impact: Persistent stress in leadership can contribute to a toxic culture, poor performance, and higher absenteeism rates. It affects organisational resilience and long-term sustainability (CIPD, 2025). Recognising Stress Managing stress starts with awareness. Leaders need to recognise not just when they are under pressure but how it manifests. Reflection is key, as is understanding the unique triggers and patterns that heighten stress levels. Here, subtle insights from personality frameworks like the 5 Voices can offer valuable guidance. Each leadership style may respond to stress differently. For instance: • Leaders who prioritise harmony may feel overwhelmed when facing unresolved conflict. • Leaders who value precision and excellence might experience stress when faced with ambiguity or rushed decisions. • Vision-oriented leaders could feel trapped if they're bogged down in details. • Process-driven individuals might struggle when systems break down or when rapid change disrupts routines. • Empathetic, people-focused leaders may carry the emotional weight of their team's wellbeing. Understanding these tendencies can help leaders pinpoint when stress is rising and why. It also highlights that there's no one-size-fits-all solution. Managing stress is about recognising what matters most to you and ensuring those needs are met sustainably. Strategies for Managing Stress Pause and Reflect: Take time to identify stress triggers and patterns. Journaling or quiet reflection can help in recognising emotional signals early. Connect with Peers: Leadership can be lonely. Building networks where honest conversations are welcomed can provide perspective and reduce isolation. Embrace Healthy Boundaries: Knowing when to switch off is vital. Leaders who model balance encourage the same for their teams. Reframe Pressure: Sometimes, changing the narrative around challenges can reduce their emotional weight. This doesn't ignore reality but reshapes how it's perceived. Coaching Support: Engaging with a coach offers a safe space to explore challenges, build resilience, and develop strategies for maintaining balance. Coaching can provide insights into stress responses and practical ways to manage them without compromising leadership effectiveness. To summarise Stress is an inevitable part of leadership, but it doesn't have to define it. By recognising how stress manifests, understanding personal triggers, and implementing practical strategies, leaders can sustain their wellbeing and lead with clarity and purpose. To help understand what your triggers are why not take our free 5 Voices assessment here Investing in personal development and seeking coaching support is not a sign of weakness but a commitment to sustainable leadership. It ensures that the leader, their team, and the wider organisation thrive—not in spite of challenges but through navigating them with resilience and authenticity. Book a call with me here to talk through what you are experiencing and what you would like to achieve. Harvard Business Review. (2022). Managing Stress as a Leader. CIPD. (2025). https://www.cipd.org/uk/knowledge/factsheets/stress-factsheet/ Giant Worldwide. (n.d.). The 5 Voices Framework.

Progress one step at a time

By Barbra Carlisle • March 16, 2025
In leadership it’s easy to believe that success comes from having a plan and going for it perhaps with big, bold moves. But the reality? Curve balls. Progress is almost always built step by step. And that’s not just okay—it’s powerful. Let’s be tenacious! Leader’s who succeed are tenacious, they show determination and persistence in pursuing goals despite challenges and setbacks. Tenacity encompasses: - Resilience : Bouncing back from failures and continuing to push forward. - Commitment : Staying dedicated to the vision and objectives, even when progress is slow. - Problem-Solving: Continuously seeking solutions and not giving up when faced with obstacles. - Inspiration : Motivating and encouraging the team to stay focused and driven, no matter the difficulties. Tenacious leaders are often seen as role models who inspire others to persevere and achieve success. Tenacious leaders take one step at a time. The Small Step Advantage Why do small steps matter so much? Because they build momentum. Every small, intentional action creates a sense of progress, which fuels motivation and confidence over time. Recognizing small wins can significantly boost motivation and performance (HBR, 2011). Regardless of your leadership style, borne from your personality preferences, small steps help achieve goals. For leaders who value stability, small and steady progress provides a reliable foundation for sustainable growth. For those who dream big, small steps turn ambitious visions into achievable milestones. And for leaders focused on relationships, each small moment of connection strengthens trust and fosters deeper engagement. Meanwhile, those who thrive on supporting others can find meaning in everyday actions that nurture growth, while leaders driving towards bold goals benefit from breaking ambitions into clear, actionable steps that maintain momentum (McKinsey, 2022). How to Lead with Tenacity, One Step at a Time 1. Define What Progress Looks Like: Start by getting clear on what small progress means for you and your team. It might be setting weekly goals, holding reflective check-ins, or focusing on one key priority each day. 2. Celebrate Consistent Wins: Don’t underestimate the power of acknowledging small achievements. Recognition of progress—no matter how small—builds momentum and motivation within teams. 3. Embrace Uncertainty: You won’t always know the next step, and that’s okay. Tenacity means trusting the process, learning as you go, and leaning into uncertainty with curiosity, not fear. 4. Seek Support: No leader thrives in isolation. Connect with peers, mentors, or a coach to reflect on your progress and challenges. Feedback and perspective can be the catalyst for confident next steps. 5. Reflect and Refine Take time each week to reflect. What’s working? What needs adjusting? Reflection isn’t a luxury; it’s a leadership necessity for long-term resilience. The Real Secret to Sustainable Leadership Success isn’t about speed or perfection. It’s about showing up, step by step, and staying committed to the journey. The leaders who thrive are those who understand that persistence isn’t about relentless hustle—it’s about consistent, thoughtful progress. So, if you’re feeling overwhelmed or uncertain, remember this: small steps lead to big change. And that’s more than enough. Go to The Unlikely Executive Podcast Episode 5 where I explore the power of tenacity in leadership with CEO and Founder of StrokeInformation Nick Clarke. If you’re looking to build resilience and lead with clarity, this episode is for you. Take a step now Come and join me on 5 Voices for Teams programme where we cover tenacity, resilience, leadership and team performance. You get a chance to celebrate your approach to tenacity while understanding other perspectives, leading to enhanced performance for everyone. I support leaders in non-profit organisations and those passionate about Leadership for Good. My mission is to help leaders recognise their brilliance—and that of their teams—so growth is sustained and accelerated.
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