The pressure on new leaders or senior appointments to make an impact, and quickly, is tremendous. The organisation has spent time and money attracting, selecting and securing the chosen candidate, now they want to see the value they have bought. It’s a brave person who can hold fire while they take time to look and learn; take time to find out what works here, and how it does; to find out who the people are who really ensure the work gets done; to find out who is brave enough to deliver bad news. This knowledge is often hidden, while, to new eyes, what doesn’t work, who doesn’t look  or behave like management behaviour, and who too often isn’t at the end of their phone or at their desk, is all too obvious. Read on »