{{whyLabel}}: Understanding your internal strengths and external threats is the foundation of self-leadership.

{{howLabel}}:

List your Strengths (e.g., technical expertise, empathy).
Identify Weaknesses (e.g., delegation, public speaking).
Note Opportunities (e.g., upcoming projects, mentorship).
Identify Threats (e.g., team burnout, tight deadlines).

{{doneWhenLabel}}: [A completed SWOT matrix with at least 4 items per quadrant]

{{whyLabel}}: Different situations require different styles; knowing your default helps you adapt.

{{howLabel}}:

Evaluate yourself against the 6 styles: Visionary (inspiring), Coaching (developing), Affiliative (harmony), Democratic (consensus), Pacesetting (high standards), and Commanding (compliance).
Identify which 2 styles you use most naturally.
Note 1 style you need to develop for your current team.

{{doneWhenLabel}}: [A written summary of your primary and secondary leadership styles]

{{whyLabel}}: You cannot lead effectively without knowing the technical and soft skill gaps of your team.

{{howLabel}}:

Create a grid with team members on one axis and core required skills on the other.
Rate each member from 1 (Novice) to 4 (Expert).
Highlight areas where only one person holds critical knowledge (single point of failure).

{{doneWhenLabel}}: [A completed grid visualizing the team's collective expertise]

{{whyLabel}}: New managers often struggle to let go of 'doing' (Maker) to focus on 'leading' (Manager).

{{howLabel}}:

Categorize your last 5 workdays into 'Maker' tasks (coding, writing, deep work) and 'Manager' tasks (1-on-1s, planning, unblocking others).
Aim for a 60/40 split in favor of management tasks in your first month.

{{doneWhenLabel}}: [A percentage breakdown of your current time allocation]

{{whyLabel}}: This is the industry-standard blueprint for successfully transitioning into a new leadership role.

{{howLabel}}:

Focus on the 'Five Conversations' you need to have with your boss.
Identify your 'A-priority' goals for the first 3 months.
Learn how to secure early wins to build credibility.

{{doneWhenLabel}}: [Completion of the book and a list of 3 actionable takeaways]

{{whyLabel}}: Vague feedback is useless; the SBI model ensures clarity and reduces defensiveness.

{{howLabel}}:

Situation: Describe the specific time and place.
Behavior: Describe the observable action (not the person's character).
Impact: Describe the result of that behavior on the team or project.

{{doneWhenLabel}}: [Three written practice examples of SBI feedback for hypothetical scenarios]

{{whyLabel}}: Coaching empowers employees to solve their own problems instead of relying on you.

{{howLabel}}:

Goal: What do they want to achieve?
Reality: What is happening now?
Options: What could they do?
Will: What will they commit to doing?

{{doneWhenLabel}}: [A cheat sheet of 3 questions for each GROW stage]

{{whyLabel}}: A structured plan prevents you from becoming reactive and keeps you focused on long-term impact.

{{howLabel}}:

Days 1-30: Focus on learning, listening, and building relationships.
Days 31-60: Focus on identifying improvements and small wins.
Days 61-90: Focus on implementing strategic changes and setting KPIs.

{{doneWhenLabel}}: [A documented plan approved by your direct supervisor]

{{whyLabel}}: Consistency in 1-on-1s builds trust and ensures important topics aren't missed.

{{howLabel}}:

Include sections for: Employee updates, roadblocks, feedback (both ways), and career growth.
Use a shared document for each report to track action items over time.

{{doneWhenLabel}}: [A reusable template ready for your first meetings]

{{whyLabel}}: Clear norms regarding communication and meetings prevent friction and burnout.

{{howLabel}}:

Define response times for different channels (e.g., Slack vs. Email).
Set 'No-Meeting' blocks for deep work.
Establish how decisions are made (Consensus vs. Consultative).

{{doneWhenLabel}}: [A one-page 'Team Manifesto' or 'Rules of Engagement' document]

{{whyLabel}}: Building personal rapport is the first step to earning the team's trust.

{{howLabel}}:

Ask: 'What do you love about your job?' and 'What is your biggest frustration?'
Ask: 'How do you prefer to receive feedback?'
Listen 80% of the time; talk 20%.

{{doneWhenLabel}}: [Completion of initial meetings with all direct reports]

{{whyLabel}}: A shared vision prevents silos and ensures everyone is moving in the same direction.

{{howLabel}}:

Review the company's mission and how the team contributes.
Set 3 core team goals for the next 6 months.
Use a collaborative whiteboard to gather input from everyone.

{{doneWhenLabel}}: [A list of 3 agreed-upon team goals]

{{whyLabel}}: Effective delegation is a skill that prevents you from micromanaging.

{{howLabel}}:

Choose a task and assign a level: 1. Do as I say, 2. Research and report, 3. Recommend and I'll approve, 4. Decide and inform me, 5. Full autonomy.
Clearly communicate the 'Level' to the employee.

{{doneWhenLabel}}: [One task successfully delegated with a defined level of authority]

{{whyLabel}}: Addressing small issues early prevents them from becoming major performance problems.

{{howLabel}}:

Prepare your SBI script beforehand.
Deliver it in a private 1-on-1 setting.
Ask for the employee's perspective after stating the impact.

{{doneWhenLabel}}: [One constructive feedback session completed and documented]

{{whyLabel}}: Short, frequent syncs keep the team aligned and surface blockers quickly.

{{howLabel}}:

Keep it to 15 minutes maximum.
Focus on: What did I do? What will I do? What is blocking me?
Discourage deep problem-solving during the stand-up; move those to separate meetings.

{{doneWhenLabel}}: [Four consecutive weeks of successful stand-up meetings]

{{whyLabel}}: Positive reinforcement is the most effective way to sustain high performance and morale.

{{howLabel}}:

Dedicate 5 minutes at the end of every weekly meeting for 'Shout-outs'.
Be specific: 'I want to recognize [Name] for [Action] which resulted in [Impact].'

{{doneWhenLabel}}: [Recognition integrated into the weekly meeting agenda]

{{whyLabel}}: Learning from someone who has been in your shoes accelerates your development.

{{howLabel}}:

Identify a senior leader within or outside your company.
Send a calendar invite for a 45-minute monthly 'Leadership Mentorship' session.
Prepare 2 specific challenges you are facing for each session.

{{doneWhenLabel}}: [A recurring monthly calendar event with a confirmed mentor]

{{whyLabel}}: Peer support helps normalize the challenges of management and provides diverse perspectives.

{{howLabel}}:

Look for internal 'Manager Circles' or external communities (e.g., on LinkedIn or professional associations).
Attend at least one meeting or contribute to one discussion per month.

{{doneWhenLabel}}: [Active membership in one peer leadership group]

{{whyLabel}}: Understanding other departments makes you a more effective collaborator and strategic leader.

{{howLabel}}:

Identify a peer in a department your team interacts with frequently (e.g., Sales, HR, Product).
Schedule a 60-minute lunch or virtual coffee.
Goal: Understand their priorities and how your team can better support them.

{{doneWhenLabel}}: [One completed networking meeting with a cross-functional peer]

{{whyLabel}}: Blind spots can derail your career; anonymous feedback from reports and peers is vital.

{{howLabel}}:

Use a simple, anonymous survey tool after 90 days in the role.
Ask 5 questions about your communication, support, and decision-making.
Review results with your mentor or HR partner.

{{doneWhenLabel}}: [A summary report of feedback received and 2 growth areas identified]

{{whyLabel}}: Codifying your approach ensures consistency and helps you scale as your team grows.

{{howLabel}}:

Create a 'Personal README' or 'User Manual for Me' that explains your values, communication style, and expectations.
Share this with your team to reduce ambiguity.

{{doneWhenLabel}}: [A completed 'Leadership Playbook' document shared with the team]

Leadership skills development

Projekt-Plan