A new manager is responsible for enabling other people to deliver, not simply for doing more of their previous individual work. The transition requires a clear understanding of the team's goals and existing commitments.
Meet team members to learn their responsibilities, strengths and obstacles. Confirm priorities and decision authority with the manager's own supervisor. Avoid changing every process before understanding why it exists and what problems it solves.
Establish a practical rhythm for one-to-one conversations and team decisions. Give specific feedback and delegate work with clear expectations. Ask for feedback on the management approach and correct problems before informal habits become hard to change.
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Reading adjacent decision areas keeps the topic from becoming an isolated note.