A New Managers Guide To Inheriting A Team With Confidence

Step In Strong: Confidently Lead the Team You’ve Inherited

What you'll learn

How to confidently assess a team you’ve inherited using a practical framework that identifies trust, talent, and transparency gaps.

How to build trust without acting like a “hero”, creating psychological safety and strong communication from day one.

How to reset culture and set clear expectations that align team behaviors with values and performance goals.

How to drive results and manage individual performance without damaging relationships or disrupting team morale.

Requirements

No formal leadership experience is required — this course is designed to support both first-time and seasoned managers.

Ideal for professionals stepping into a new team or leadership role.

A willingness to reflect, adapt, and lead with intention is encouraged.

Optional: A notepad or digital journal for personal reflection activities.

Description

Inheriting a team isn't just a new chapter, it’s a live wire of personalities, power plays, unspoken dynamics, and legacy culture you didn’t create, but now you're responsible for. Nearly 47% of new managers say they feel unprepared when stepping into a leadership role, especially when taking over an existing team. 87% wished they had received more training before becoming a manager, and yet, the first 90 days are where your leadership brand is cemented.Additionally, the importance of early leadership impact is supported by research showing:A Gallup study noted that managers influence 70% of employee engagement variance, and nearly half of employees have left jobs due to poor managers.Whether you're a first-time manager or a seasoned leader stepping into a new team midstream, this course gives you the proven strategies to lead with clarity, empathy, and strength from day one without second-guessing yourself or stepping on landmines.Through 6 concise, power-packed lessons, you'll learn how to:Decode the team you’ve inherited and read the room fastEarn trust without overstepping or trying to be the "hero"Identify and reset unspoken norms or cultural residue holding the team backAddress inherited underperformance with fairness and transparencyDrive results in a way that unites rather than dividesIt’s the practical, real-world toolkit leaders at every level wish they had when walking into the unknown. And with 60% of employees saying they’ve left a job because of their manager, getting this transition right matters more than ever. Your leadership presence in these early moments doesn’t just shape team morale—it directly impacts retention, performance, and long-term career growth. Equipping yourself with intentional strategies to build trust, reset culture, and drive aligned results will set you apart as a leader who not only inherits a team but elevates it to new heights.What You’ll Learn:Assess your team’s dynamics, history, and power centersBuild trust authentically without “proving yourself”Shift culture respectfully while establishing your leadership toneManage performance issues you didn’t createMotivate inherited team members without favoritismDeliver impact while preserving team morale

Overview

Section 1: Introduction

Lecture 1 A New Manager's Guide to Inheriting a Team with Confidence

Section 2: Team Diagnostic Checklist - For New Managers Inheriting Team

Lecture 2 Team Diagnostic Checklist - For New Managers Inheriting Team

Section 3: Part 1: Trust Triangle Self - Assessment Test

Lecture 3 Part 1 and 2: Trust Triangle Self - Assessment Test

Section 4: Build Your Team Agreement

Lecture 4 Build Your Team Agreement

Section 5: Employee Archetypes & Coaching Planner

Lecture 5 Employee Archetypes & Coaching Planner

Section 6: 30-60-90 Day Leadership

Lecture 6 30-60-90 Day Leadership

New Managers navigating team dynamics and unspoken history for the first time,Experienced Leaders taking over new departments and looking to build trust quickly,HR and L&D Professionals developing onboarding or internal leadership training resources,Change Agents leading new initiatives or transformations without disrupting trust