1. Accept that you have much to learn. Be humble. You haven’t done this job long enough for a real track record.
         2. Observe and listen. Rather than risk moving too much too soon, learn what’s critical and what’s not by engaging those with institutional knowledge.
         3. Know your team and how they work. What is their work style? Their personality? Doing a DiSC® profile can shorten your learning curve.
         4. Give everyone a clean slate. You have a fresh start; they want one, too. Avoid rumors and gossip. Watch to see who’ll tell the truth, help, or inevitably disappoint. Get buy-in from your stars and respected veterans.
         5. Set Objectives. Set ground rules and expectations early. Outline your short-term and long-term vision. Identify what mission is critical, why, and how everyone’s role contributes to the end result. Establish time lines and benchmarks.
         6. Develop Each Person. Do individual plans and seek out opportunities where they can learn, contribute and move out of their comfort zones. The more you train, the more invested they’ll be.
         7. Communicate clearly. This is essential to establish your credibility and gain support of your team. Provide direction and welcome questions and feedback.
         8. Set a good example. Demand from yourself the same professionalism that you expect from others. If you expect the team to be friendly, then be sure you are! If you expect others to be on time, don’t be late!
         9. Encourage feedback. Ask (more than once) for opinions so your team knows that you are willing to listen to their concerns and ideas as well as to provide solutions.
         10. Share recognition. Publicly and informally recognize efforts and achievements to build confidence, and encourage future contributions and effort.