1.  Keep your antennae on high alert 

Watch what is going on around you.  Observe what people do, what they say, who they seem to relate to and who they ignore. Ask yourself  questions like Who seems to be a natural leader?  Who demonstrates high skill levels? Who is constantly seeking your attention?

2. Make use of Coaching expertise

If possible, get a coach experienced in the 'on-boarding' process to assist you for a few months.  An impartial ear will be a huge asset. The issues and questions the coach will explore with you will allow you to fast track yourself into being able to work effectively.

3.  Useful observations to make

Determine, as much as you can if people you are thinking of including in your inner circle:
-display consistent and exemplary character in their duties
-bring a range of talents to the table
-are influential or whether they hold a strategic position
-are likely to add value to what you do and to the organisation
- demonstrate a capacity to work positively with others in your group.

4. Choosing team members.

Be aware of the serious 'downside' of having YES 'men' on the team. Apart from the way they might potentially restrict  perspective, thus creating blind spots, you can be left in the lurch when important decisions need to be made. Flatterers often prove to be 'fair weather' friends!

Including people who will not agree with everything you say is important even though it may not be attractive to the ego! Use them to help focus on the task ahead, to question your take on things and to honestly assess the usefulness of ideas, plans and directions.  Ensuring you have included team members who complement your strengths- ie people with different personal styles to your own, will powerfully impact the decision making process.

5.  Make use of available talent graciously

 Accept that you cannot 'know' everything about the affairs of the organisation no matter how long you are there. Like everyone else, you will have your weaknesses and biases. Make good use  of  people with talent in areas where it would be beneficial, without feeling personally threatened. Acknowledge their contribution.

6. Seek alignment of Purpose and values both personally and organisationally 

If you know why you and your organisation exist and and how you can serve effectively and efficiently in an aligned way, you will find your new role stimulating and rewarding.  If you don't know this, take steps to find out by contacting us here at On-Purpose Partners.  We can help.  
edward@on-purposepartners.com