Once a new hire is designing as a team leader of a team. One of the first challenges is how it could be possible that this new person could achieve ownership of the project and the inspiration of the team members.

Companies have been talking about empowerment in recent years, but I couldn’t see it in concrete projects. According to the Women’s empowerment Wikipedia page or the empowerment Wikipedia Page, the main importance of the empowered, no matter if you are a man or a woman, is the company’s necessity to give the empowered education, awareness, literacy, and training to respond properly.

It’s not only about the “worker responsibility” but also about how the new leader feels supported by the organization. In my experience, there are two essential meetings we can have to give more support to the new leader.

The first one is the “presentation meeting” where the manager tells the team that X person will be working as primus inter pares and, in the meanwhile, all team have the responsibility to create their own “practice boundaries”

The manager should also have an essential meeting with the new leader. Sometimes, we found that the roles are complex to absorb and the people could burn one’s bridges with the most common practice: micromanagement. Setting a “Leadership agenda” could reduce anxiety in the team and the new leader and create a clear horizon to work.