Being promoted after a leader fails is a unique leadership challenge. You’re inheriting instability, not just a new title. If you’ve just stepped into such a role, here’s how to steady the ship and succeed where your predecessor didn’t. 

Expect the unexpected. The underlying situation may be worse than you think. Broken systems, frayed trust, and hidden risks will emerge fast. Stay grounded and ready to absorb tough truths without losing your footing. 

Reflect fast. Don’t jump to fixing problems—start by diagnosing them. Ask what failed, what assumptions drove past choices, and which stakeholders need immediate attention. The deeper your understanding, the sharper your strategy. 

Dig in before delegating. In a turnaround, surface-level oversight won’t work. Roll up your sleeves, get close to operations, and earn credibility through action. Only delegate once you’ve stabilized what matters. 

Speak plainly—and often. People want honesty, not blame. Share what’s broken and where you’re headed. Use consistent language, repeat your core message, and show you’re steady in a crisis. 

Ensure your team is having the right conversations. Eliminate silos and shift leadership conversations from updates to collective strategy. If performance is lagging, make necessary changes quickly. 

Protect your capacity. You can’t fix everything at once. Prioritize, pace yourself, and make rest part of the plan—not an afterthought.

Adapted from Leading After Your Predecessor Fails by Darcy Eikenberg and Jordan Stark

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