• Stop – things that are counterproductive, prohibitively burdensome, or inefficient
  • Start – ideas for improving the role and the company
  • Sustain – the activities and investments that are working well as intended


The insights this generates are profound and gives you a straightforward way to compare and compile the feedback you receive across multiple conversations with different team members.

4)  Address unspoken assumptions. Some teammates may be expecting enhanced compensation or promotions based on verbal statements made by your predecessor. A teammate may have even expected to get your job! As such, it’s a good idea to directly ask “what career conversations have you had before today that may not be captured in our records?”

5)  Discourage gossip and personal attacks. Expect that some teammates will interpret time with the new leader as an ideal opportunity to denigrate other co-workers. Head this off at the pass with a ground rule: In that initial conversation, we won’t be talking about the effectiveness of anyone except for the employee’s direct reports.

6)  Keep the door open. During that first meeting, schedule a follow-up talk a few weeks out. And make clear that you value an ongoing candid dialogue.

These first interactions with your new team are precious, and the whirlwind of conversation can be overwhelming. Through a little thoughtfulness and a consistent approach, you can strengthen your new relationships and gain great insights to help set the stage for success in your new role.