Key Lessons for New Managers

What Lessons I Wish I Had Known Before I Became a Manager.

Stepping into a managerial role often presents a challenging transition. Being an expert in a particular field – such as accounting, graphic design, or any other profession – does not automatically equip an individual to manage a team effectively. Simon Sinek encapsulates this transition perfectly, highlighting how one’s technical prowess can lead to a promotion where suddenly the focus is not on numbers or design briefs but on people. This situation is a common one, yet it’s often accompanied by a daunting realisation – “I don’t know what I don’t know”. That is why lessons for New Managers are so important.

Having navigated these turbulent waters, many seasoned managers have gathered invaluable insights and lessons. They are eager to guide new managers, providing a ‘toolbox’ that could help them avoid common missteps. Below are my lessons for New Managers:

1. Leader Mindset: Be Intentional

The essence of leadership is not simply about managing a team or making decisions; it is fundamentally about mindset. A leader’s mindset, or the way they think and view their role, can greatly influence their actions, behaviours, and ultimately, the success of their team.

This mindset is essential for managers as it impacts every aspect of their role. From making strategic decisions and resolving conflicts to inspiring their team and fostering a productive work environment, a leadership mindset is at the core of effective management.

There are several competencies that a manager needs to develop to cultivate this mindset. These include;

Empathy: Understanding the emotions, motivations, and needs of your team members is a powerful leadership skill. By fostering empathy, you can better connect with your team, anticipate potential issues, and maintain a positive work environment.

2. Communication: Essential for  Effective Leadership

Your ability to communicate clearly will help to define your  progress as a manager.

Your team need clarity and direction and  a roadmap to perform and to stay motivated.

 Setting clear and concise goals contributes significantly to your leadership presence. Teams that understand their goals and what’s expected of them are more likely to be engaged, motivated, and productive. As leadership expert Paul J. Meyer stated, “Communication – the human connection – is the key to personal and career success.”

So, managers should take the time to discuss  these goals clearly and ensure they resonate with the team. Managers need to ensure that team members “get” the goals and that they are meaningful for each team member. Do they provide  a “why” for reach team member? Does the goal  inject a  sense of purpose for team members. The SMART goals framework can be beneficial in this regard, offering a structure to set objectives that are Specific, Measurable, Achievable, Relevant, and Time-bound.

3. Feedback: Essential for Effective Leadership

 The ability to give effective feedback is key to both your success as a manager. New managers are not always comfortable with giving feedback and so they tend to avoid it or dilute it. I always remind  the managers with whom I  work that their teams want feedback  And they want effective feedback. According to a study published in the Harvard Business Review, constructive feedback can boost a team’s performance significantly. Managers must become comfortable with giving and receiving feedback, remembering that it is not a critique of the person but a tool for growth and improvement.

But how can feedback be delivered effectively? The answer lies in adopting ‘brain-friendly’ techniques. An article in Psychology Today suggests that feedback should be specific, timely, and based on observations rather than interpretations. This kind of feedback helps to ensure that it is seen as helpful and constructive rather than critical or personal. It is all about having a framework for giving feedback and practicing it. I always encourage new managers to approach feedback with an open curious approach. It’s a  conversation. You do not hold all the answers. Stay  curious and open as to  why something is happening  or your team members’s underperformance. Ask questions, Listen and stay open.

Clear communication is an equally important managerial skill. Setting clear and concise goals contributes significantly to your leadership presence. Teams that understand their goals and what’s expected of them are more likely to be engaged, motivated, and productive. As leadership expert Paul J. Meyer stated, “Communication – the human connection – is the key to personal and career success.”

Thus, managers should take the time to articulate these goals clearly and ensure they resonate with the team. A tool like the SMART goals framework can be beneficial in this regard, offering a structure to set objectives that are Specific, Measurable, Achievable, Relevant, and Time-bound.

4. Building Connections: The Power of Getting to Know Your Team

As a new manager, one of the first tasks on your agenda should be to get to know your team members and what makes them tick. While understanding each individual’s role and skills within the team is crucial, so too is gaining insight into their lives outside of work. This involves discovering their interests, hobbies, and what they value most. By showing genuine interest and concern for their wellbeing, you can establish stronger connections, enhance trust, and foster a more collaborative and productive team environment.

According to Gallup’s State of the American Workplace report, employees are considerably more engaged when they feel their manager is interested in them as people, not just as workers. Engaged employees are typically more productive, contribute more innovative ideas, and are less likely to leave the organisation, all of which contributes to a healthier bottom line.

Creating these strong relationships also involves letting your team get to know you. Leadership isn’t just about guiding and directing; it’s about connecting. By sharing your own interests, experiences, and even the challenges you’ve faced, you humanise yourself in the eyes of your team. Authenticity in leadership breeds respect and trust, which are critical components of a high-performing team.

5. Navigating Boundaries: You’re the Manager, not a Friend (or Therapist)

While building strong relationships with your team is vital, it’s crucial to remember your role: you are the manager, not a friend or therapist. It is natural to want to be liked and trusted by your team. However, it is important to strike a balance and establish clear boundaries to maintain the professional integrity of the manager-employee relationship.

As a manager, your role is to guide, support, and help your employees succeed professionally. While empathy and understanding are key leadership attributes, it’s essential to remember that you are not there to solve all your employees’ personal issues. Providing a listening ear can be supportive, but it is not your responsibility to navigate their personal lives or challenges for them. I often find that new managers tend to want to solve their employees problems. Listening and being supportive is enough.

3. Consistency and Fairness – an important Lesson for New Managers

Maintaining consistency and fairness among team members is a critical element of successful management.  Set clear and consistent expectations, fair task assignments, and objective decision-making. By developing well-defined criteria for success, you can ensure that each team member understands what is expected of them and how their performance will be assessed.

While consistency is crucial, it’s equally important to remain adaptable. The business environment is dynamic, and changes may necessitate alterations to goals, tasks, or processes. In such instances, clear communication is so important. Managers must effectively explain the reasons for any changes, ensuring that team members understand whether these changes represent a new norm or a temporary exception.

4. Resilience: Managers often face challenging situations, including dealing with conflict, overcoming obstacles, and navigating change. Building resilience helps you to cope with these challenges, bounce back from setbacks, and continue to lead effectively even under pressure. 

Setting out to be an Intentional Leader – The Roadmap

Remember, effective management isn’t just about meeting targets or completing projects. It’s about leading people, creating an environment where they can grow, thrive, and contribute to their full potential. Developing and growing as a leader is continuous for you, and every step you take towards developing your management skills will make a significant difference to your team and your organisation.

Ready to take the next step in your leadership journey? 

Maureen Sullivan’s Leadership Programmes are designed to provide managers with the insights, tools, and strategies they need to succeed. We also provide specific programmes for New Managers that help with all the lessons described above. Maureen draws on her own experience and expertise to help new managers avoid common pitfalls and build high-performing teams. With a focus on practical, real-world application, you’ll leave equipped to lead with confidence and make a real impact in your organisation.