What should a new product marketing lead prioritize when 'inheriting' a new team?

Congratulations on your new leadership role! Majority of your success in transitioning from IC to a leader is driven by how quickly you can fundamentally shift your mindset and approach. Here are a couple of pointers that can help.

1/ Go from being a "doer" to an "enabler": Let go of the need to do everything yourself. Most importantly, don't evaluate your team based on "how you would have done this". Trust your team's capabilities and empower them to take ownership. Shift from focusing on your own performance to helping others develop their skills and reach their full potential. Create an environment of "psychological safety" where team members feel comfortable sharing ideas, challenging assumptions, and working together towards shared goals.
2/ You are not an "expert". You should be a "visionary": Move beyond the day-to-day tasks and focus on the broader strategic direction of the team and its alignment with company goals. Inspire others by painting a compelling vision of the future and communicate it in a way that motivates and excites your team. Focus more on your decision making where you balance the needs of the team and the company. Consider the long term implication of your choices for both your team and the company -- this is the hardest part.

3/ Understand your team: Spend your initial weeks getting to know your team members individually and collectively. Observe their work styles, strengths, areas for growth, and how they interact with each other. Understand their motivations and how they contribute to the team's success. Gauge the team's overall morale, communication patterns, and decision-making processes. Identify any potential areas of friction or improvement.
4/ Build trust: Be clear about your expectations and goals. Involve the team in decision-making and solicit their input on key initiatives. Show that you value their expertise and opinions. Give team members the autonomy to own their projects and take calculated risks. Celebrate successes, both big and small. Acknowledge individual contributions and foster a culture of appreciation.
5/ Be a coach and a mentor: There is pure joy in helping someone on your team succeed. Help team members identify their career aspirations and create individual development plans. Provide opportunities for team members to enhance their skills and knowledge. Offer mentorship, coaching, and access to relevant resources.
6/ It's ok to not have the answers: Acknowledge that you don't have all the answers and be open to learning from your team members. Regularly solicit input from your team on your leadership style and how you can better support them.

Here are some resources that might help. "Leaders Eat Last" by Simon Sinek is a book that helps with mindset shift. Seek out experienced leaders within your company or industry who can offer guidance and support. Also, explore if hiring an executive coach is an approach you prefer.

Lastly, transition from individual contributor to leader takes time and requires a willingness to learn and adapt. It is not merely a change in title, but a fundamental shift in mindset. Good luck and if you have any questions, feel free to reach out!