Congratulations, you did it. You made it to that coveted CEO leadership position. You’ve overcome several challenges to get where you are- but many more await.

As a new CEO, you will be under the microscope regarding job performance. There are pitfalls to be aware of, and you will likely fall in. But if you are aware of common mistakes, you will be less likely to make them.

Mistake #1: Under-communicating

Communication is undoubtedly the most essential part of leadership. It promotes understanding and transparency and makes teams feel more supported. However, many CEOs under-communicate because they are too focused on their roles, assume teams already know how to do their job, or have not fully developed this leadership skill.

You can avoid under-communication with the following strategies:

• Active Listening: Do more than listen to people’s words. Practice active listening by asking questions and paraphrasing to enhance understanding and let people know they are being heard.
• Using Clear Communication: Avoid technical jargon when communicating. Use clear, concise language to get your message across.
• Use Methods Beyond Technology: Technology is convenient but also leads to miscommunication. People may not explain information via messaging as clearly as they would in person. Enhance communication with in-person meetings and phone calls.
• Encourage Questions and Feedback: Let teams know you are there for them to address any questions or feedback they may have. If you can’t be available, ensure a communicative relationship with direct managers and supervisors.
• Be Available: Provide teams with various methods to contact you and let them know your schedule. Warn them of times you may be unavailable.

Mistake #2: Overpromising

CEOs should maintain a positive environment in the workplace, but they should draw the line at overpromising. If you make promises you can’t keep, you will ruin your reputation in the workplace and possibly your industry.

Overpromising can happen on many levels, as follows:

• Within Teams: CEOs must avoid promising raises, promotions, improved working conditions, and other improvements they can’t deliver on.
• With Other Leaders and Board Members: Keep projections modest to avoid disappointment.
• With Customers: Don’t promise customers better products and services and lower prices unless you are sure you can deliver.

Remember, it’s better to exceed expectations than disappoint.

Mistake #3: Imposter Syndrome

New CEOs often suffer from Imposter Syndrome. They don’t feel they are worthy of their status in the business. As a result, they lack confidence, experience self-doubt, and inadequacy, and do not recognize their achievements.

CEOs can overcome Imposter Syndrome by:

• Recognizing and Acknowledging Their Feelings: As with any emotional health issue, the first step involves acknowledging the problem so you can process your feelings.
• Avoid Negative Self-Talk: Eliminate negative self-talk and replace it with positive affirmations.
• Focus On Accomplishments: Focus on your achievements and other positive outcomes rather than beating yourself up for failures.
• Seek Support: Talk to a friend, colleague, mentor, or mental health professional about your issues, focusing on overcoming them.
• Set Realistic Goals: Imposter Syndrome often goes hand in hand with perfectionism. CEOs set themselves up to be perfect and punish themselves when they don’t achieve their goals. Instead, set realistic goals and congratulate yourself when you reach and exceed them.

Mistake #4: Failure to Delegate

New CEOs may have issues with delegation because they see it as a sign of weakness or failure. They may also feel uncomfortable assigning tasks to staff members they don’t know well or feel they can do the job better.

However, when you fail to delegate, you often take on an unreasonable workload, leading to stress and poor performance. You also don’t allow team members to feel empowered and develop.

CEOs must learn to delegate with confidence. Here are some helpful tips:

• Choose the Right Person: Choose the right team member based on skills, strength, experience, and developmental needs.
• Explain the Task and Expectations Clearly: Offer clear, concise instructions, and explain how the task contributes to larger goals.
• Offer Support: Support includes resources and training to ensure the job is done correctly—Delegate authority, empowering employees to use their instincts when necessary.
• Check-in and Provide Feedback: Check in on the job’s progress and provide positive and negative feedback. Celebrate successes to reinforce positive behavior.
• Avoid Micromanaging: Show your team you trust them to perform their best and encourage independent thinking.

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