Thriving as a New Leader: Managing Conflict While Building Trust
Starting a new role is always an adjustment—there’s a learning curve to the culture, a need to prove yourself, and the challenge of building trust. But when you’re also responsible for managing a difficult employee, the pressure intensifies. How do you handle resistance while earning respect? How do you establish authority without alienating your team? Thriving in this situation requires striking a balance—leading with both confidence and curiosity, setting expectations while fostering collaboration.
I recently stepped into a new role where I manage one direct report—someone who has been with the organization for years and has deep-rooted relationships with key individuals. In just a few weeks, I’ve already identified opportunities for improvement, but I’ve found myself hesitating to share my insights too quickly. I don’t want to risk pushing them away before building trust. If you’ve faced a similar challenge, here are some key strategies to help you navigate it effectively.
Step 1: Listen First, Lead Second
"People don’t resist change—they resist being changed."
Before jumping to conclusions about a difficult employee, take the time to understand their perspective. Are they resistant to your leadership because of past experiences? Are they struggling with unclear expectations? Listening actively builds credibility and helps uncover the root of the problem.
💡 Takeaway: Schedule a one-on-one, ask open-ended questions, and genuinely seek to understand their concerns before offering solutions.
Step 2: Set Clear Expectations Early
"Trust is built in small moments, but expectations provide the foundation."
While it’s important to listen, it’s equally critical to set boundaries. A difficult employee might push limits simply to test where you stand. Be direct about your expectations—how work should be done, what accountability looks like, and what collaboration means in your leadership style.
💡 Takeaway: Clearly define what success looks like in their role and hold them accountable with consistent check-ins.
Step 3: Build Relationships, Not Just Authority
"People work for people, not just for paychecks."
As a new leader, trust isn’t automatic—it’s earned. Instead of coming in with a “fix-it” mindset, approach the situation with a relationship-first attitude. Even difficult employees want to feel valued. Small gestures like recognizing their contributions, involving them in decision-making, and showing up for them when they need support can shift the dynamic.
💡 Takeaway: Find common ground, acknowledge their strengths, and show them you’re invested in their success.
Step 4: Stay Consistent, Even When It’s Hard
"Respect is built when words and actions align."
A common mistake new leaders make is trying to win over a difficult employee with leniency or avoidance. The reality? Consistency is what earns respect. If they see that your standards and expectations remain firm over time, they’ll be more likely to adapt—or at least, less likely to challenge every decision.
💡 Takeaway: Be patient but firm, and don’t waver on your core values.
Thriving Means Leading with Confidence and Grace
Managing a difficult employee while trying to establish trust in a new organization is no small feat. But remember—you were hired for a reason. Lean into your leadership, balance authority with empathy, and stay focused on long-term trust over short-term challenges.
At the end of the day, thriving as a leader isn’t about avoiding tough situations—it’s about navigating them with resilience and grace.
Have you ever faced a tough employee dynamic in a new role? What worked for you? Share your thoughts in the comments! 👇 #Thriving #Leadership #NewRoleChallenges