In your opinion, what should a new team leader do when accepting a team leadership and management role of an existing team?

Communication is the key part when taking leadership on a new Team, Let them know who You are and get to know them inside out. Daily Meetings are mandatory to evaluate and get to know each other. Involve them in your ideas, and introduce them to your values and goals. Let them participate in decision making, to build up trust and commitment.

1.  Get to know each & every one of your team members; review their profiles and performance.

2.  Call for a one-to-one intro meeting; assess the team morale, phsycology & dynamics; identify strengths & weaknesses; ask each one's opinion on what do they need in order to improve individual and/or team performance.

3. Call for a team meeting; review market conditions & up to date performance; discuss a possible strategy shift; ask for their feedback in order to agree on short & mid term goals; clearly set your expectations as the new team leader, based on your assessment of the team and the feedback you received.

4. Set in place the tools necessary to manage your team (periodical meetings, performance reviews & evaluations, etc.)

5. Maintain an open door policy; lead the team; make necessary policy adjustments along the way.

6. If necessary, based on actual individual & team performance, start examining mutual role shifts and/or team member replacement(s). 

Have a meeting with the team and give your introduction about you and your experience and let them know that you have appointed as Team leader for that team.

let ask the team to introduce themselves about them and their experience and expertise and possible take a note of them in memory and try to study them over the period about their expertise to make use of it for the better results of the team.

once introduction is done, let them know your objectives and the plans to execute as a team to succeed and ask for any issues if they have or want to bring it to your notice. 

finally let them know that we can succeed as a team together. Thanks.

“The actions you take during your first three months in a new job will largely determine whether you succeed or fail. Transitions are periods of opportunity, a chance to start afresh and to make needed changes in an organization. But they are also periods of acute vulnerability, because you lack established working relationships and a detailed understanding of your new role.”, These words by Michael Watkins, author of The First 90 Days, are a great summary of new leader transition within an organization or a group.

Once past the initial introduction formal ice breaking phase of the team and self, a new leader needs the team, as much as the team needs you, to succeed together and individually. Creating a harmonious environment, remaining positive, setting an example of being an achiever oneself, having clear communication wrt expectations and deliverables, being subtly observant about existing working style of the team and encouraging to improve, keeping an open mind to responses, will be a good start for transitioning the team to respect the new leader. Any team leader is expected to ensure maximum productivity of its team and self. Getting to know each individual of the team personally and professionally and evaluate them on their strengths and weaknesses is the best way to understand what triggers or encourages every member to perform at his or her best tirelessly. Group meetings/activities are important to share and learn from each other.

As a new leader, it is important to share the vision of transition or change we bring to the team's current modus operandi and make the transition as easy and efficient as possible without negatively affecting the productivity of the team. Once all team realignment activities have been performed by the new team lead, the success of the team will reflect the success of the team leader. 

Conduct SWOT analysis of the team, ensure proper reporting and data analysis, delegate responsibilities on each member based on his / her area on interest and expertise, bring out the leadership competencies in every team member and nurture their abilities

Joining as a team leader first time a new team leader have to find out the strength of existing team. I believe that existing team can able to perform well if it is possible to lead them in a proper way. Within a shortest possible time, Team leader must learn about the organization, product, management, policy and vision.  Here a team leader have to perform as a torch bearer. He should motivate the team, generate new ideas sharing with the team. Only a team sprite can reach a company in right destination.

Here team leader should share the story from his personal life, his winning moment, different company's policies. I believe If a team leader able to take his team as a friendly way and at first sight inspired them well can achieve the target easily but here team leader have to maintain level distance.

Know your team members. Get their personal file and read. Then assess each individual accordingly. By this time you are ready to talk to them, and by talking you can see each team members profile. With this step, you can start to plan, to lead, to organize and to control. 

Gather Information about company and its employer

1. The organization’s big picture: its vision, mission, values, and culture
2. where team fits in the organization
3. the work of team
4. company systems, practices, procedures.

Hold Team Meetings

• What should change about how our team operates?
• What should not change?
• If you were suddenly the team manager, what would my first, second and third priorities be?

Meet One-on-One with Team Members

• review examples of past work product, and work in progress
• review background materials, standard operating procedures, instructions, manuals, checklists, or other job aids, such as frequently asked questions
• talk to key people inside and outside the team with whom the employee works regularly.
• look for opportunities to shadow the employee and watch him do the work.

Be very confident in your own abilities and the reasons why you are taking on this role as this team's leader.

Understand the successes and challenges of this team's performance, taking care to note profile and performance log of individuals but knowing the human bias that comes with this and knowing that re-ordering the team can also improve performance of previously underachieving members.

Meet with the team and have a positively focussed debrief and aims session so that everyone is clear of the goals and how they are going to help achieve these goals with agreed evaluation, adjustment and reevaluation set into the timeline of these goals.

Break everything down so they can clearly share in the successes and participate in delivering solutions to the business in the future.  Truly appreciate their participation but don't rely on the most outspoken team members to speak for the team or to dominate the group.  Often the quiet members have spent that quiet time thinking and may have a great deal of understanding of the team dynamics and how to deliver a better performance.  Or if they are dis-enfranchised and that also can enable you to understand how to develop the team to increase performance.

Encourage open communication with a two way dialogue where listening and action is the result.  Focus on the impact of a good working team, not just the outcomes.

Get their buy-in by giving feedback and fitting their performance success into the bigger picture success of the overall business.  

First:-  He/She should make team goal assessment then make team individual assessment  are re distribute role according to his/her team abilities

Second:- He/She should put a time framed realistic and achievable plan for his team

Get to know ones team members, learn from the past and respect the past achievements, get everyone´s best features in use and plan the future together with friendly and firm touch!