How to Set Your New GM Up to Win (Before Day One)
Bringing on a new General Manager is one of the most important decisions you'll make as an operator.
You've done the hard work. You found the right person. Now you want to make sure they succeed.
Here's what I've learned coaching owners through this transition: The best thing you can do for your new GM isn't a perfect onboarding plan or a detailed SOP binder.
It's making sure they walk into a team that's already aligned.
The Move That Changes Everything
Before your new GM starts, hold a team meeting. Not to lecture. To listen.
This is your chance to reset expectations, surface what's been weighing on your team, and get everyone rowing in the same direction before new leadership arrives.
Ask your team two questions:
→ "What do we need to do to make this a place you love working?"→ "What does success look like for us in the next 90 days?"
Then sit in the silence. Let them answer. Keep asking "what else?" until you've heard it all.
If you're navigating a GM transition right now and want to talk through your approach, I'm happy to help.
Here's why this team meeting works:
It shows vulnerability. You're not pretending everything is perfect. Your team already knows where the gaps are. Acknowledging reality builds trust—and gives everyone permission to be honest.
It creates ownership. When your staff co-design the path forward, they're invested in making it work. They become part of the solution instead of waiting for someone else to fix things.
It sets your GM up to build, not repair. Your new leader walks into a team that's already had the hard conversation and committed to a direction. That's a foundation they can build on—not a mess they have to clean up.
5 Questions to Help You Prepare
Beyond the team meeting, here are five questions to sit with as you get ready for this transition:
1. What do I want my new GM to focus on in their first 90 days?
Get clear on your priorities. If everything is urgent, nothing is. What are the 2-3 things that will make the biggest difference? Write them down so you can communicate them clearly.
2. What does "good" actually look like here?
Your new GM needs to know what winning looks like—in terms of team behavior, guest experience, and operational standards. The clearer you are, the faster they can get there.
3. What authority will they have to make decisions?
One of the fastest ways to frustrate a new leader is to give them responsibility without authority. Decide now: What can they own fully? What needs your input? Be clear before they start.
4. What context do they need about the team?
Who's thriving? Who's struggling? Where are the relationships that need attention? The more honestly you brief your GM, the fewer landmines they'll step on.
5. How will I support them without taking over?
This is the balancing act. You want to be available without micromanaging. Think about what "support" looks like for you—and communicate that to your new GM early.
The Meeting Framework
If you're ready to hold that pre-GM team meeting, here's a simple structure:
Before the meeting:
Get clear on what you want to reset
Commit to listening, not defending
Block enough time so you're not rushed
During the meeting:
Start by naming the transition: "We have a new GM joining us soon. Before they start, I want to hear from you."
Ask: "What do we need to do to make this a place you love working?"
Ask: "What does success look like for us in the next 90 days?"
Keep asking "what else?" until the room goes quiet
Take notes. Don't argue. Don't explain. Just listen.
After the meeting:
Summarize what you heard and share it back with the team
Identify 2-3 things you'll commit to improving immediately
Brief your incoming GM on everything—the wins, the challenges, and the honest picture
The Bottom Line
A GM transition is a big moment. It's also an opportunity.
The work you do before they arrive sets the tone for everything that comes after.
When you take the time to listen to your team, reset expectations, and get alignment—you're not just supporting your new GM.
You're showing your whole team what leadership looks like.
Give your new leader a foundation worth building on.
If you're in the middle of a leadership transition—or about to be—I'd love to help you think through it. Whether you're preparing for a new GM, backfilling a key role, or trying to figure out how to reset your team before someone new steps in, these are the conversations I have with operators every week.
No pitch. Just a real conversation about where you are and what might help.
Until next week,
Christin
