That's a very fair point. My leadership experience is in the U.S. so totally makes sense that it came out from that angle.
For assuming leadership of an existing team, I think it depends on the state of the team. Often the teams I have inherited needed a lot of work. There wasn't a defined culture or great communication processes, so I found a lot of it still applied.
In my last business, I needed to help re-build / re-calibrate several functional teams (including our leadership team), and a lot of this stuff definitely applied.
So, for instance, your section on hiring people. It talks about hiring for the culture you want. But if you have an existing team culture, do you hire for the "new" culture that you want, knowing that the new person is going to struggle to fit in, or do you hire for the existing culture, and hope to change it over time?
For assuming leadership of an existing team, I think it depends on the state of the team. Often the teams I have inherited needed a lot of work. There wasn't a defined culture or great communication processes, so I found a lot of it still applied.
In my last business, I needed to help re-build / re-calibrate several functional teams (including our leadership team), and a lot of this stuff definitely applied.