I’m coming into a more Mid-Management role that spans 9 locations. I know this is a year later… but this is great advice and I could definitely use a different perspective. This phase passes mostly on its own, normally within a month or two, under a manager who is patient and capable of refocusing people on the bigger picture objectives, makes time for coaching, and rewards people fairly for hard work. Your job here is to be astonishingly patient with everyone, be prepared to calmly repeat yourself a lot, learn what motivates everyone and makes people feel safe and secure and deliver that in spades, and otherwise just let people be stressed for a while. Instead, take a deep breath and walk into the office with a smile on your face. Many new managers panic at this point and think it's their fault and they're not cut out for it, or start throwing their weight around and demanding respect. This will also mean people get distracted from their work and make mistakes. This means that a few weeks or months into the job, you can expect to start getting pushback from the team, team members falling out with each other, wanting to know more about what you can do for them than what they can do for you, and generally fighting to be heard. Storming happens any time you either create a new team or mess with its dynamics, which a leadership change definitely will. In either case, the thing that will happen after forming is storming. By being inquisitive, asking how they like to do things and why, you're showing them that you're humble, learning, and trust that they know what they're doing, so they'll be more receptive to suggestions and change when you do start to bring that. An existing team will be naturally suspicious of new leadership and will be judging everything you do and say. Resist the urge to manage for the first several weeks and instead listen, observe, and ask enthusiastic questions. If the latter, do pretty much the exact opposite. You want to get to know everyone, but also move as quickly as possible through the team formation stage and toward a place where you can become operational together. If the former, then come in with a view to agree goals, objectives and expectations with the team asap.
My advice will be slightly different depending on whether you're managing a brand new team that's coming together for the first time, or taking over a team from a previous manager.
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