Taking over a struggling department or team can be one of the most challenging — and defining — moments in a leader’s career. Whether you’ve been promoted internally or brought in from outside, the pressure is on to deliver results, rebuild trust, and set a new course.
Success doesn’t come from quick fixes. It comes from applying the right principles — the things every leader must do to stabilize, inspire, and transform a team.
In this guide, we’ll explore the first seven things every leader must do when taking over a failing department, backed by proven strategies and modern IT leadership insights.
1. Listen Before You Lead
Your first job isn’t to fix — it’s to understand.
Spend time listening to your team, observing workflows, and asking questions:
- What’s working well?
- What are the biggest challenges?
- What would make your job easier?
Listening builds credibility and reveals underlying issues faster than any report.
📖 Related Insight: According to Harvard Business Review, leaders who listen first are more likely to achieve long-term success.
🔗 For strategies on building trust through communication, read 7 Steps to Build Trust in a Remote Workforce.
2. Diagnose Root Problems, Not Symptoms
A struggling department doesn’t fail overnight. Issues compound over time.
Ask tough questions and analyze data:
- Is morale low because of unclear expectations?
- Are systems outdated?
- Are roles or goals misaligned?
Treat your first month like a diagnostic phase, not a sprint. Identify patterns, not isolated incidents.
3. Define a Clear Vision and Direction
Teams crave clarity. Without it, they drift.
Once you understand what’s wrong, define where you’re going.
Answer these three questions:
- Why do we exist?
- What are we trying to achieve?
- How will we measure success?
🌐 Example:
“Our mission is to make technology an enabler of efficiency, not a bottleneck. We’ll achieve this through automation, collaboration, and continuous learning.”
Learn how transformational leadership creates alignment in Transformational Leadership in IT.
4. Build Credibility Through Early Wins
When a team is discouraged, early wins create belief.
Choose achievable goals that show progress — such as improving communication flow or fixing a long-standing technical issue.
🏁 Pro Tip:
Start with 1–2 visible improvements that prove things are changing. Publicly recognize contributors and celebrate success.
These small victories create momentum and show that leadership change brings real value.
5. Align People with Purpose
To succeed, people must be in roles that match their strengths.
Evaluate your team honestly:
- Who thrives under pressure?
- Who needs support or redirection?
- Who are your culture builders?
When people understand their role in the larger mission, engagement and performance rise.
💡 Gallup research shows that teams aligned with purpose outperform others by 40%.
Discover how empathy and empowerment drive performance in Why Servant Leadership Will Always Be Relevant in IT.
6. Communicate Relentlessly
Transparency builds trust.
Communicate early and often about decisions, goals, and changes. Even when you don’t have all the answers, sharing what you do know builds confidence.
🗣️ Communication Tips:
- Hold consistent weekly check-ins.
- Summarize key points in writing.
- Encourage feedback and two-way dialogue.
Consistency prevents rumors and keeps everyone aligned on the mission.
🔗 See more leadership communication strategies at IT Leadership Hub.
7. Foster Accountability and Growth
A culture of accountability drives sustainable success.
Set clear expectations, measurable goals, and provide regular feedback. Accountability should feel empowering, not punitive.
🌱 Start With:
- Transparent performance goals
- Recognition for effort and improvement
- Ongoing coaching and mentoring
This reinforces that everyone contributes to the department’s comeback story.
Read more about leadership trends that shape accountability in Top 5 Leadership Trends of 2025.
Conclusion: Leadership Is About Renewal
Leadership isn’t about saving a team — it’s about renewing it.
By applying these seven steps — listening, diagnosing, defining vision, celebrating wins, aligning people, communicating clearly, and fostering accountability — you’ll not only rebuild your department but inspire lasting transformation.
The things every leader must do are not one-time actions; they’re continuous disciplines that create stability, trust, and excellence.
✅ Quick Recap: The 7 Things Every Leader Must Do
- Listen before you lead
- Diagnose root causes
- Define a clear vision
- Celebrate early wins
- Align people with purpose
- Communicate relentlessly
- Foster accountability and growth
Explore More Leadership Insights
Keep growing your leadership mindset at IT Leadership Hub — where technology meets transformational leadership.
For additional resources:
Chris "The Beast" Hall – Director of Technology | Leadership Scholar | Retired Professional Fighter | Author
Chris "The Beast" Hall is a seasoned technology executive, accomplished author, and former professional fighter whose career reflects a rare blend of intellectual rigor, leadership, and physical discipline. In 1995, he competed for the heavyweight championship of the world, capping a distinguished fighting career that led to his induction into the Martial Art Hall of Fame in 2009.
Christopher brings the same focus and tenacity to the world of technology. As Director of Technology, he leads a team of experienced technical professionals delivering high-performance, high-visibility projects. His deep expertise in database systems and infrastructure has earned him multiple industry certifications, including CLSSBB, ITIL v3, MCDBA, MCSD, and MCITP. He is also a published author on SQL Server performance and monitoring, with his book Database Environments in Crisis serving as a resource for IT professionals navigating critical system challenges.
His academic background underscores his commitment to leadership and lifelong learning. Christopher holds a bachelor’s degree in Leadership from Northern Kentucky University, a master’s degree in Leadership from Western Kentucky University, and is currently pursuing a doctorate in Leadership from the University of Kentucky.
Outside of his professional and academic pursuits, Christopher is an active competitive powerlifter and holds three state records. His diverse experiences make him a powerful advocate for resilience, performance, and results-driven leadership in every field he enters.
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