As a new leader, the more they onboard you and the more room you give them to do it, the better. People generally don't like change; and they really don't like change forced on them. So, the more you can let them pull you in, the more comfortable they are going to be.
The tricky part comes if they don't know how to do it. (Hard to believe, but there are still people out there who have not read our "Onboarding" book.) Then you need to help them help you. Show them the benefits of doing it. Point them in the right direction. But let them pull you in as much as possible.
For example, after you've drafted your 100-day action plan (see "The New Leader's 100-Day Action Plan"), share it with your boss or lead director verbally first to get his or her input. Everything communicates. Coming in with a written document looks more finished than does talking about some ideas.
Net, you know what needs to get done. Far better to encourage others to do them for you and with you than to try to do them yourself.
