Navigating the Transition: Strategies for New Managers to Thrive in a Leadership Role
In the corporate world, the transition from individual contributor to first-time manager is a significant one, fraught with challenges that stem from a shift in role, responsibility, and mindset. According to research, as many as 20% of first-time managers are rated poorly by their direct reports, and 26% feel unprepared to lead others [1].
One of the most common challenges faced by new managers is imposter syndrome and psychological adjustment. Many new managers experience self-doubt, questioning whether they belong in a leadership role or can meet expectations. The psychological adjustment required is substantial, as new managers must move from focusing on their own work to setting tasks and strategy for a group, and think more broadly and long-term [1].
Another challenge is the change in priorities and skills. Previously, success was measured by technical skills and individual achievements. Now, the focus shifts to guiding others, delegating tasks, and fostering team success [1][5]. New managers must learn to manage complex processes like hiring, onboarding, performance reviews, and conflict resolution [5].
Micromanagement and empowerment pose another set of issues. There is a tendency to micromanage rather than empower team members, due to a lack of confidence in the team or in their own managerial skills [4]. Poor communication of expectations and avoiding or mishandling feedback are also frequent issues [4].
Building trust and open communication can be difficult, especially when new managers are learning to balance authority with approachability [2]. Failure to listen to the team or address feedback can result in disengagement and low morale [4].
Experienced leaders can help first-time managers successfully transition into their new roles by providing formal orientation and training programs, offering ongoing support through regular check-ins, mentorship, and access to career coaching or mental health resources [1][2]. Encouraging open communication and empowering new managers to be approachable and proactive in creating dialogue with their teams is also crucial [2].
Coaching and empowerment are essential. Shift from being the expert to being a coach—help new managers develop their own judgment and decision-making skills rather than providing all the answers [3]. Ask probing questions to encourage critical thinking and ownership, and allow new managers space to learn from their experiences [3].
Setting clear expectations and feedback is key. Communicate expectations for both the team and the new manager’s performance and development, and provide constructive feedback and recognise achievements to build confidence and competence [1].
In conclusion, by addressing these challenges proactively and providing targeted support, experienced leaders can help first-time managers successfully transition into their new roles, benefiting both the manager and the organization as a whole [1][2][3]. The struggles of first-time managers are a call for more-experienced leaders to support and mentor them, fostering a leadership pipeline of promising individuals at all levels.
References: [1] Kraemer, H. B. (2015). Simple Rules: Thriving in a Complex World. Harvard Business Review Press. [2] Northwestern University's Kellogg School of Management. (n.d.). First-Time Manager Program. Retrieved from https://www.kellogg.northwestern.edu/executive-education/programs/first-time-manager-program.aspx [3] Zenger, J., & Folkman, J. (2012). The Extraordinary Leader: Turning Good Managers into Great Leaders. John Wiley & Sons. [4] PricewaterhouseCoopers. (2015). The First-Time Manager Study. Retrieved from https://www.pwc.com/gx/en/services/people-organisation/publications/first-time-manager-study.html [5] Harvard Business Review. (2018). How to Be a Great First-Time Manager. Retrieved from https://hbr.org/2018/02/how-to-be-a-great-first-time-manager
During this transition from individual contributor to first-time manager, enhancing one's education and self-development in both leadership and career development can help alleviate self-doubt and improve confidence. Successful business leaders should implement coaching and empowerment strategies, encouraging new managers to develop their own judgment and decision-making skills, while fostering open communication and setting clear expectations for team success.
