Are You Setting Your New Leaders Up for Success—or Setting Them Up to Struggle?

Stepping into leadership is a big transition. Some new leaders thrive, while others flounder—and a lot of that comes down to the support they receive.

A common mistake? Expecting new leaders to "just figure it out" without giving them the tools, guidance, or feedback they need. When leaders struggle, it’s rarely because they’re not capable—it’s because they weren’t set up for success in the first place.

So, how do you know if you’re doing it right? Let’s break it down.

Scenario 1: The Overwhelmed New Leader

Emma was a high performer in her role, so when a management position opened up, she was the obvious choice. But within a few months, she seemed stressed, disengaged, and hesitant to make decisions.

What went wrong?

Signs Emma Was Set Up to Struggle:

She was promoted but never given clear expectations about her leadership role.
She wasn’t assigned a mentor or coach, leaving her to figure things out alone.
She received little feedback or guidance, so she wasn’t sure if she was doing well or failing.

What Would Have Set Emma Up for Success:

A clear leadership onboarding plan, so she knew what was expected.
Regular check-ins with a mentor or leader who could guide her.
A safe space to ask questions and build confidence without fear of judgment.

New leaders don’t need to be left in the deep end—they need the right level of support to grow into the role with confidence.

Scenario 2: The Micromanaged Manager

Jake was excited about his first leadership role. He had ideas, enthusiasm, and a strong track record. But as he stepped into his new position, he found that every decision he made was questioned. His boss second-guessed his choices, reworked his emails, and made him feel like he couldn’t be trusted.

The result? Jake lost confidence and became hesitant to lead.

Signs Jake Was Set Up to Struggle:

He had no real decision-making autonomy—his boss kept stepping in.
He was given responsibility but not trust.
He felt like he had to prove himself constantly instead of being empowered to lead.

What Would Have Set Jake Up for Success:

A balance of support and autonomy—guidance without micromanagement.
Encouragement to own his decisions and learn from mistakes.
Trust from leadership to step into his role fully.

When leaders aren’t given space to grow, they don’t just lose confidence—they disengage or leave.

Are You Setting Your Leaders Up for Success?

Let’s do a quick check:

Signs You’re Setting Them Up for Success:

Clear expectations—they know their role and what’s expected.
Support system—mentors, check-ins, and real guidance.
Decision-making autonomy—they’re trusted to lead.
Regular feedback—not just when something goes wrong.

Signs You’re Setting Them Up for Failure:

Unclear expectations—they’re guessing their way through.
Lack of support—no guidance or coaching.
Micromanagement or sink-or-swim approach—neither extreme works.
No feedback—they don’t know how they’re doing or how to improve.

The Bottom Line

Great leaders aren’t just born—they’re developed. If you want your new leaders to succeed, stay engaged, and drive results, set them up with clarity, trust, and support from day one.

How are you setting up your leaders for success? Let’s start the conversation.