Five things leaders can implement right now at the beginning of the year

?? Listen here (7.5 min)

The beginning of the year is a natural time for reflection and renewal. It's a chance to reset yourself and your team for the months ahead. As a leader, this is the perfect opportunity to focus on actionable steps that will not only set the tone for the year, but will drive meaningful results.?

While I promise these steps are practical and doable, they're not necessarily easy. They require commitment and most likely stepping outside of your comfort zone. If you're willing to do the work, I promise the results will be worth it.?

Here are five impactful actions you can take right now to reset yourself and your team:?

One: Set a leadership intention for the year

Start the year by setting a leadership intention - a guiding principle for how you want to lead. Here are some examples to inspire you:?

Connect more with people.

Don't shy away from tough conversations.?

Assume positive intent.?

Avoid complacency.?

Challenge assumptions (including my own).?

Model the behaviors I want to see in others.?

Normalize asking for help / support.?

Actively seek out discomfort.?

Speak less, listen more.?

Ask better questions.?

Stop being the advice monster and offer empathy and validation instead.?

Write your intention down. You can even share it with your team. Revisit it regularly to hold yourself accountable.?

Two: Hold a team "reset" conversation?

A team can only succeed if it's aligned. Gather your team for a "reset" conversation where you revisit how you want to work together. Use this time to ask and answer key questions:?

Collaboration: What does it mean for us? How do we differentiate between healthy and unhealthy conflict??

Norms and accountability: What are our expectations for how we communicate and work together? How will we hold each other accountable??

Inclusivity: How do we ensure every voice is heard? How can we support team members who might feel hesitant to speak up??

Alignment: How do we address behaviors that undermine collaboration? How can we recognize when someone is prioritizing personal goals over team goals??

This conversation is about more than processes. It's about fostering trust so that your team can thrive.?

Three: Personal check-ins with your team

Leadership is about people and one of the simplest yet most powerful things you can do is to check in with your team on a personal level. These conversations offer an opportunity to go beyond surface-level interactions and show genuine care and interest in them as individuals.?

To make these check-ins impactful, focus on their experiences, perspectives, and well-being - not just their work tasks. Ask targeted, open-ended questions and allow for silence as they process and respond. Avoid jumping in with solutions unless they explicitly ask for advice. Often, just being heard and understood is the greatest form of support you can offer.?

Four: Block off time for growth and development

As a leader, your growth is essential to your team's success. Set aside dedicated time for your own development - whether it's reading, attending workshops, working with a coach, or reflecting on your leadership practice.?

Treat this time as non-negotiable. Don't let meetings or "urgent" tasks encroach on it. By prioritizing your growth, you're setting an example for your team to follow.?

Five: Identify and tackle one leadership blind spot?

A blind spot is an area where you think you're excelling, but your team sees it differently. These gaps matter because how your team perceives your leadership impacts trust, engagement, and overall effectiveness.?

For example, if your team views you as overly critical, inaccessible, or reluctant to delegate - even if you don't see yourself that way - it will affect how they interact with you and perform. Closing this gap is essential to creating a high-performing team.?

This process can be daunting and it's where an external coach can add immense value. I help leaders interpret feedback and develop actionable strategies in my daily work. That said, this can absolutely be done on your own - it just takes courage and a willingness to sit with discomfort.?

Here's how to do this:?

(1) Collect anonymous feedback

Use a 360 assessment or for a free option, create a simple anonymous feedback survey using a tool such as Google Forms or SurveyMonkey. Focus on 4-5 specific, open-ended questions such as:?

What's one thing I do well as a leader that you'd like me to do more of??

What's one thing I could do differently to better support the team??

What's one behavior of mine that may unintentionally limit our success??

What's one thing I do that makes it harder for you to do your best work??

What's one thing you wish I would start doing to make our team more effective??

(2) Analyze the feedback

Read through the responses carefully and without judgment. Approach the responses with an open mind and a commitment to improvement. Discomfort is natural - it's where meaningful growth begins.?

Look for recurring themes or patterns, particularly areas mentioned by multiple people. Choose one theme to focus on and avoid the temptation to address everything.

(3) Create a plan

For some blind spots, solutions may be clear. For trickier areas, you may need additional guidance. If it's unclear, you can ask your team for input - "What does empowerment look like to you?" or you could seek insight from a mentor or peer. You might also consider working with a coach to help clarify the feedback and develop a strategy.?

(4) Communicate and follow through

Share your findings with your team. Thank them for the feedback, let them know what you've learned, what you plan to do, and how they can support you. For example: "Thank you for your feedback - it's been invaluable. I noticed a recurring theme about [insert here] and am committed to developing in this area. Here's what I plan to do moving forward." Then, regularly check in with your team for progress updates.?

By addressing your blind spot openly, you demonstrate vulnerability, accountability, and a commitment to continuous growth. I know this is super scary, but, wow, does it inspire trust and respect.?

Closing thoughts

These five actions may take effort and vulnerability, but the impact they can have on your leadership and your team's success is immeasurable.?

In today’s fast-paced, rapidly evolving business landscape, effective leadership development is non-negotiable. Clients consistently report that their work with Amber results in elevated leadership skills, increased productivity, reduced turnover, and enhanced interpersonal effectiveness. Clients have built and led high-performing teams, fostered self-accountability, and seen less resistance to change initiatives. Many have attained promotions, boosted their confidence, and taken control of their time and energy. Schedule a consultation.