The first mistake leaders make when taking up a new role is to fire the people they assume to be the problem, less than a year after their recruitment.

Leadership is tough. It comes with a number of hidden challenges and requires that the leader puts herself last. It may come easy to some but to others, understanding the principles behind it could facilitate their task.

A leader must have the patience and the listening skills of a mother as well as the decisiveness of a father. These are skills that do not come easily.

Employees tend to fear new bosses. They worry about the security of their job and the role changes that might come as a result of the new leadership. As a leader, your job is not only to reassure them as you begin your journey but also, portray it in your actions. This is the time to be close enough to clearly understand the needs of every individual but detached to avoid succumbing to gossips and making decisions based on them.


In my 10 years in leadership, I have come to appreciate that when something goes wrong in an organization, you should change the structure and not the people.  Never fire an individual one year into the organization. Some reasons that might force you to change your organization’s structure include: when you constantly encounter barriers when trying to move forward, when merging with another company, when the current structure is not sustainable, when implementing strategies becomes an ever-ending discussion or when the market demands it.

According to Investopedia, 'Organizational structure is a system that consists of explicit and implicit institutional rules and policies designed to outline how various work roles and responsibilities are delegated, controlled and coordinated. Organizational structure also determines how information flows from level to level within the company'.

Structure involves people and people implement structures. However, changing people and not the structure, when encountering challenges, pulls back the organization to old strategies, old habits and old problems. Structure is the foundation that supports people and strategies.