What To Do When You’re the First One in the Role (Without Becoming the Dumping Ground)

So you’ve just landed a newly created leadership role.
No predecessor. No handover. No clear blueprint.

On one hand, it’s an exciting opportunity to make it your own (woohoo!).
On the other, it can feel like you’re standing in an empty paddock, holding the keys to a machine no one’s explained.

And if you’re not careful? That space you’ve walked into can quickly become a dumping ground, for problems, projects, and responsibilities no one else wants to own or don’t have a clear home.  You risk becoming the owner of a bunch of disconnected tasks that, when pieced together, don’t form a meaningful or strategic role.  

Let me take you through how to shape a role that works, for you, your team, and your organisation.

Purpose Before Tasks

In brand new roles, it’s easy to start saying yes to whatever’s thrown your way. But without a purpose filter, you risk becoming reactive and overloaded with a bunch of things that need to be re-homed later.

Instead, start by asking:

• “What problem was this role created to solve?”
• “What outcome are we hoping to improve?”
• “What will success look like 6-12 months from now?”

Use these answers to build your guiding purpose statement. Then test it with your manager and key stakeholders. When people understand what your role is for, they’re less likely to treat you like the dumping ground.

Time is of the essence when it comes to defining your purpose. If you don’t define your purpose early, others will define it for you. The moment people sense you have capacity; you’ll find your hand being raised for all kinds of things.  Even before you’ve had the chance to decide what you actually want to own.

It’s All About Boundaries (without saying “that’s not my job”)

In undefined roles, boundaries don’t exist until you create them.

None of us want to be the person saying “That’s not my job”.  

Try these instead:

• “I can see this is important—where does it sit best given its not what I’m focused on?”
• “Let’s clarify who’s best placed to own this so we avoid duplication or having to re-home it later.”
• “Happy to support, but I want to check it aligns with the priorities we agreed on.”

Clear, respectful boundaries help protect your capacity so you can focus on doing the role you were intended to do: well.

A no brainer is to shape the role in conversation with others.

You’re not building this in isolation.

Connect regularly with your direct manager or sponsor, key stakeholders who rely on your role and peers in adjacent functions.

Ask for input on “what would ‘great’ look like to you?” and “what would make your job easier if I focused here?”

Shape what you’re hearing into a living role definition that outlines:

• What you own
• What you support
• What you don’t own 
• What you connect with through dotted lines.

Adding Value = Building Authority

Once the role is scoped, your credibility comes from how you show up.

Make your work visible by:

• Capturing and sharing early wins or improvements driven by your role
• Making connections between your role and broader team goals

And remember: when others see your role making things smoother, clearer or more productive—they’ll come to respect it, not dump into it.

Don’t Just Inherit the Role—Define It

Being first in a role is a rare chance to lead by design, not inheritance or default.

With purpose, boundaries, and strong conversations, you can turn an ambiguous title into a high-impact leadership position, without becoming the team’s general inbox.

Shape it well now, and you’ll leave a legacy for the next person to step into with clarity and confidence.