The transition into a new role always brings challenges. But when you climb to a new level of the hierarchy for the first time, those challenges take on a whole new dimension.
There are the expectations of your bosses, who want to see results quickly.
There are the doubts of your employees, who don’t know you yet.
And there are your own insecurities, faced with greater responsibilities than ever before.
The lesson I want to share here is simple: you must step into your role with confidence and take your place from day one.
This is a mistake I made when I took on the role of warehouse manager. And that mistake sent the wrong signal to my employees on the very first day.
What does it mean to “take your place”?
Taking your place doesn’t mean barging into a department like a “king” who knows everything, decides everything, and imposes his will.
But it also doesn’t mean tiptoeing in, trying to disturb the existing structure as little as possible.
In reality, your arrival already shakes things up.
You are a new figure of authority. You bring a fresh perspective. You were chosen for this role, and your very presence changes the balance of the team.
Taking your place means assuming your role in the hierarchy and embodying leadership from day one.
Because your employees also experience tremendous stress:
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Who is this new boss?
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Will he change our routines?
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Will he support us or make our lives harder?
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Will he be a good manager, someone we can trust?
From your very first actions, you send signals that either reassure… or create worry.
My arrival… and my first mistake
Day 1, during my very first floor tour, I immediately felt the tension. Employees were waiting for me with questions, and they wasted no time “testing” me.
One employee asked if I was part of the warehouse team or the management team.
Another, upon hearing that I was known for being “by the book,” challenged me right away: “Does that mean you’re going to cancel my vacation, even if my supervisor already approved it?”
These interactions showed me how much they wanted to understand who I really was and how I would exercise my authority.
Then, when I arrived at my new office, there was a surprise.
My interim supervisor was occupying the only available desk. My two coordinators each had their own space, but there was no workstation prepared for me.
And that’s where I made my first mistake:
Instead of sitting at the central desk that represented the manager’s role, I decided to let my supervisor stay there and set myself up with my laptop at the end of the table.
The result?
For every employee who entered the office, the message was crystal clear: the supervisor was the one in charge, and I was his assistant.
A bad impression, sent within the very first hours.
Why did I act this way?
Looking back, I understand that it wasn’t out of fear of imposing myself, nor out of worry about my supervisor’s reaction.
The truth is, I believed that the desk didn’t matter.
For me, it was just a piece of furniture. I didn’t need a big desk to do my job well.
What I didn’t realize at the time was the power of symbolism.
The desk wasn’t just a physical space.
It represented the role.
It represented the place where the manager meets people, listens, and makes decisions.
It represented authority and clarity in the department.
By leaving that desk to my supervisor, I unconsciously sent a message to the entire team: “I’m not the real one in charge.”
The lesson behind the mistake
If I had to do it again, I would have taken that desk on day one.
And I would have immediately discussed with my bosses to find a fair solution for my supervisor, so he too had an appropriate workspace.
It wasn’t a matter of personal comfort.
It was a matter of credibility and clarity for my team.
Employees need to know, without a doubt, who is at the helm.
Their trust is built not only on your words, but also on the visual and symbolic signals you send.
Practical tips for starting a new leadership role
From this mistake, here are some tips I’d give to anyone stepping into a new management role:
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Assert your role from the start. Your first actions send strong messages. Don’t wait weeks to show you’re ready to assume your responsibilities.
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Clarify your spaces. Whether it’s a desk, a seat at the table, or a role in a project, make sure your position is clear to everyone.
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Prepare for the first questions. Your employees will test you. Anticipate questions about your rules, your values, and your priorities.
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Work with your superiors. If something logistical or organizational isn’t clear (like a missing desk), address it immediately with your bosses.
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Be human, but firm. You can be accessible, attentive, and kind, while clearly affirming your role and expectations.
Conclusion
Taking your place from day one isn’t about ego.
It isn’t about furniture or symbols.
It’s about leadership and trust.
When you step into a new role, your first actions determine how your team will perceive you.
The lesson I take away: assume your role, embody your position, and send clear signals from the start.
Because your employees need to know, from day one, that you’re capable of leading them.
And you? Have you ever sent the wrong signal—without realizing it—when starting in a new role?
Discover How to Delegate Better in 5 Steps
Would you like to learn how to delegate better to free your mind and reduce your stress?
My practical guide, Master the Art of Delegation in 5 Key Steps, is designed to give you simple and effective tools to:
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Help your team members grow and take on new responsibilities
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Identify who in your team can support you
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Reduce your stress and reclaim your time
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Escape firefighting mode and become strategic again
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Improve workplace atmosphere and collaboration
If you’re ready to transform your leadership style and build a more engaged and high-performing team, I’m here to support you.
Together, we’ll work on practical solutions to overcome your current challenges and achieve your future goals.
Contact me today to learn more.
Carl-Michael Tessier, M.Sc., MBA
Coach in high-performance team development and tailored leadership support
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