How to Succeed as a New Manager

Nothing impacts leadership success more than how you start. Here's my Week 1 Playbook for New Managers: There are many reasons more managers fail than succeed. And those mistakes often start in week 1. Study and bookmark this playbook. It'll help you skip my mistakes. And the ones I've seen hundreds of managers make. 5 COMMON NEW MANAGER MISTAKES ❌ Racing to prove value • Rushing changes to show impact • Undermining emerging trust ❌ Skipping 1:1 connections • Relying on group meetings • Missing crucial context ❌ Leading with authority • Flexing positional power • Creating resistance ❌ Focusing on tasks • Diving into operational details • Missing subtle team dynamics ❌ Promising quick fixes • Making commitments without context • Setting impossible expectations 5 WISE NEW MANAGER MOVES: ✅ Study before stepping in • Review metrics, plans, org charts • Enter conversations prepared ✅ Lead with vulnerability • Share past failures openly • Build psychological safety ✅ Invest in relationships • Meet everyone individually • Learn names + personal details ✅ Gather intelligence • Ask powerful questions • Listen more than talk ✅ Communicate constantly • Share insights and questions • Keep team in the transparency loop The biggest surprise in Week 1: You're leading from behind. • Be respectful. • Be curious. • Be you. And you'll be rewarded with trust and momentum in Week 2. PS - Even if you're not a new manager, most of this playbook can be used to reset with a struggling team. Fresh eyes = A fresh start. If this was helpful: ♻️ Please repost to help other leaders start strong ✅ Follow Dave Kline for more practical management insights.

You're a new manager for an established team with unknown politics and hidden power dynamics. Where do you start, so you gain ground with everyone sooner? How can you faster bridge the gap with the team knowing people's shared history will span complex experiences, not all of it harmonious? I'm sharing the guidance I've been using for new manager coaching. Advice that consistently gets people easily making steady progress. Without static and delay. The core of my advice? Don't bulldoze your way in! DO: 1) Think like a coach, not like a boss 2) Learn the team's history 3) Stay Neutral - be mindful of existing relationships (and tensions!) and unknown power issues 4) Clarify expectations - don't assume everyone is aligned 5) Invest in culture - don't just preserve the status quo. You want to preserve AND prune! 6) Avoid operating in isolation. Build alliances across the org so you can position the team within the broader operation If you're newly promoted how confident and comfortable do you feel re getting into a rhythm with your new team, to maintain and next level their performance? Check out the carousel for more...and for you who traveled this road please share so others can learn. What worked for you? #NewManager #ManagerGoals #ManagerSuccess #LeadershipGrowth #LeadershipSkills hi, I'm Wendy... 🌱 I help you get to the root of what's holding people back, and deliver real solutions that work. Let's get more trust and confidence in your management team. 🔔 Follow me for weekly reflections on creating #𝐀𝐖𝐨𝐫𝐤𝐩𝐥𝐚𝐜𝐞𝐓𝐡𝐚𝐭𝐖𝐨𝐫𝐤𝐬™

When I work with "new" leaders, one of the questions they frequently ask is for a "roadmap" or template of how they can be most successful. Of course there are a of possible answers. Frequently, folks say just be yourself. Don't try to become someone else, etc. I'm not sure that's 100% solid advice. Over the years I have come up with list (seems like it's always being updated) of ideas to become a better leader. 1️⃣ Understand Your Leadership Style Reflect on your strengths and areas for growth. A bit of EQ is critical here. Seek feedback from others to identify blind spots. Ask them directly for feedback. Create an easy forum to receive it. 2️⃣ Build Relationships with Your Team Take the time to learn about each team member’s skills, goals, and challenges. Schedule one-on-one meetings to establish trust and open communication. One-on-ones are a great tool. Use them regularly! 3️⃣ Set Clear Expectations and Communicate Them. Define roles, responsibilities, and performance standards. Communicate team goals and how they align with the organization’s vision. 4️⃣ Develop Active Listening Skills Practice empathetic listening to understand team concerns and ideas. Create a safe space for open dialogue and encourage diverse perspectives. 5️⃣ Lead by Example Model the behaviors, work ethic, and attitudes you expect from your team. Be transparent, accountable, and consistent in your actions. 6️⃣ Learn to Delegate Effectively (this is a true skill to be worked on always). Trust your team to handle responsibilities and empower them to take ownership. Focus on coaching and guiding rather than micromanaging. Micromanaging will be your kiss of death! 7️⃣ Foster a Culture of Feedback Give constructive feedback regularly and ask for feedback on your leadership. Celebrate successes and recognize team contributions. 8️⃣ Adapt to Change Be open to learning and pivoting as challenges arise. Stay informed about industry trends and how they might impact your team. 9️⃣ Invest in Personal Development Commit to continuous learning through books, training, or mentorship. Reflect on your leadership journey to evolve and improve. Network now. Don't wait to build relationships. 🔟 Focus on Building a Vision Inspire your team with a compelling vision for the future. Collaboratively create a roadmap to achieve team and organizational goals.

For the second time in a week, I've spoken with a recently hired, early career Data Analyst who suddenly was asked to take over management of a team.  Here's what I advised... 🔸 Clarify roles, priorities, and expectations Unexpected changes are often stressful, both for you and your team. Have an open discussion with your new supervisor re: the main things they want you and the team to accomplish in the short and medium terms, and how they will evaluate yours and the team's performance, and share that w/ the team. 🔸 Your team's development and success is now your primary focus You were probably just getting used to having your own slate of analyses. Now those projects, even the most important ones, become secondary priorities to leading your team. But don't try to do two full-time jobs - that is a surefire path to burnout and unhappiness. In the conversation with your supervisor, discuss how you can offload or delay some of the work that was on your plate to make sufficient time to manage your team. 🔸 Talk honestly with your team about your lack of experience Be open that you weren't expecting to be in this role, and have a lot to learn. However, stress that you are fully committed to the job, and will work together with them to ensure they have access to the knowledge and resources they need to do their jobs well. 🔸 Open door, but come prepared If your team needs a fair amount of technical direction, indicate your willingness to always have those conversations, but that anyone bringing a technical problem to you have tried three things first to solve it. Learning how to solve problems on your own is a great skill, and sometimes too open a door can inhibit that learning. 🔸 Stress the importance of sharing information and model that behavior People get most stressed when they feel they don't know what's going on. Establish clear communications, and update your team regularly re: what you know. Also, there's tremendous value in peer coaching and learning. Establish opportunities and structures for the team to share information and learn from each other. 🔸 Pay attention to managing up Set up a regular check-in with your manager to ask/answer any questions, inform them of the progress of the team, alert them to any issues/problems on the horizon, etc. 🔸 Get some outside coaching You will probably have some issues that would benefit from discussing with an external coach. Some forward-thinking organizations have this support structure in place for new managers. If yours doesn't, consider investing in it yourself. 🔸 Accept that you and your team will make mistakes Probably a lot of them. However, if you put the interests of your team first, always be honest and transparent with them (and expect that in return), and take responsibility when make a mistake, people will give you a lot of leeway, and will work hard to support you. Be sure to take time to celebrate your team's successes along the way. Good luck! #career  

Transitioning from Peer to Manager: Advice for Success A conversation with a new manager reminded me of the challenges when transitioning from peer to leader. It’s not uncommon for subtle changes in tone or behavior to cause tension or mistrust. The key is navigating this thoughtfully to maintain relationships and ensure team success. Here’s my advice for new managers stepping into this role: 1. Acknowledge the Shift Be transparent about the new dynamic. Recognize the adjustment for both you and your team, and invite open dialogue to build trust. 2. Prioritize One-on-One Conversations Meet individually with team members to understand their perspectives. Ask questions like: "What’s one thing I can do to support you better?" 3. Stay True to Yourself You were promoted for a reason. Don’t feel pressured to adopt a different tone or style. Authenticity builds trust. 4. Avoid Overcorrecting Resist the urge to make sweeping changes or assert authority too quickly. Focus on collaboration and gradual improvements. 5. Share Your Vision Communicate your goals for the team and how you’ll support their success. Show them you’re focused on shared outcomes. 6. Model the Behavior You Expect Set the tone through your own actions, whether it’s professionalism, teamwork, or problem-solving. 7. Set Boundaries Respectfully Redefine relationships while maintaining a professional and respectful tone. Boundaries help reinforce your leadership role. 8. Embrace Emotional Intelligence Pay attention to how your team feels. Practice active listening, observe body language, and create a safe space for honest feedback. 9. Celebrate Team Successes Acknowledge and share wins to show your investment in their growth. 10. Commit to Continuous Learning Seek feedback and refine your approach. Leadership is an ongoing journey, and growth is part of the process. The transition to leadership is about building trust, staying collaborative, and focusing on the team’s needs. With authenticity and empathy, you can make this shift a win for everyone. What advice would you share with someone stepping into a leadership role? 👇

“This is my sixth manager in two years.” Sound familiar? That’s why the worst thing a new manager can do is take over the helm of the ship too quickly before they know what direction their team wants to go. Then, wonder why they’re experiencing disengagement, coaching resistance, missed quotas, team conflict and trust issues.   Making changes before understanding the current team landscape and dynamics will set you and your team up for failure.   Instead of assuming what would help, start by having a level-setting conversation so you can learn about each person’s goals, work-style, strengths, opportunities for coaching,  and how they want to be managed, motivated even held accountable. Here are several questions to open up the conversation. Remember, the questions flow both ways.   1-Let's start by sharing a little about ourselves, our background, current role.   2-How have you been managed before? 3-What worked? What didn't work? 4-How often did you meet with your manager for one-to-one coaching sessions that focused solely on your agenda? What was your experience? 5-What did you find most valuable in terms of how your manager supported you around achieving your goals? Least valuable? 6-What can I do that would make me your ideal manager?   7-How can I be your accountability partner so I’m supporting you around your goals and commitments in a way that sounds supportive and not like I’m micromanaging you? 8-Can you please share your expectations around how you want to (be managed, coached, work together, collaborate, communicate, handle problems, create mutual accountability, build a trusted relationship, etc.)? #leadership #salesmanagement #coaching

👩💼 Advice for new managers 👨💼 The hardest career transition for me was going from an individual contributor to a manager. Especially for high performing folks who transition to the manager role, switching gears from it being all about your own output to that of growing and scaling your team is a massive switch. Here's some traps I've seen... 😬 Trying to continue to do everything yourself - the common reaction for new managers is to just keep on taking on all the work and problems yourself. This gets old real fast - you burn out, your team gets pissed off, things start dropping. Your default question should be who on the team can take this on? 🙊 Making everyone do it the way you would do it - when delegating work, there's a reflex to tell everyone how exactly you'd do it. And maybe sometimes you already know how to get something done. That doesn't mean the people on your team need you to tell them how to solve a problem. Being open to letting people address challenges in their own way helps them grow, brings diversity of thought into the team, and frees you up for other work. 👺 Acting as the dreaded micromanager - new managers reflex is almost always to ask their team to report every little detail, join every meeting their team joins, set up meetings before the meetings to review presentations. The reason you have a team is so that you can scale. Trust your team members to do the right things, set up checkpoints along the way to help guide them, and then get out of their way. 🎤 Being the star of the show - as a manager, it's no longer about you. It's about your team. Making sure they get the space to present, be the decision makers, be the face of a project is critical for their growth and for your team's ability to scale. New managers often don't realize that if folks on your team do well, that's good for you as a manager - it doesn't take away from you! ❓ Not spending time coaching and talking career - having a supportive manager is critical to your career. Spending time with your reports learning about what they want to do in their career, coaching them by asking them lots of questions, and setting them up with the right opportunities is core to the job as a manager. It's so rewarding for me to coach new managers because I always remember how exhausting that first year felt for me. The thing I always tell people is to think about what they want (or don't want) in a manager and do that!

When I was selected to lead my first squadron of 150 military and civilian personnel, I was excited for the opportunity, but I was also nervous because I wanted to set the example and live up to expectations. A few years later, when I was selected to be a group commander for more than 1,000 military and civilian personnel, I definitely felt the weight of what I was being asked to do and I wanted to be good at it. The reality is that we can all face doubts or feel nervous about taking on a new leadership role. Whether we're leading a small team or a large team, we can encounter a variety of challenges as we transition into new roles. It’s all about how we respond to those challenges -- that's what matters the most. So, here are eight familiar challenges and some ideas to overcome them: 1️⃣ Managing Expectations: New leaders may face pressure to immediately deliver results and meet high expectations from senior management, team members, and clients. Take the time to listen and learn from others on your team before you jump right in. 2️⃣ Taking Charge and Making Decisions: While seeking input and feedback is crucial, there are also times when decisive action is necessary. Trust your instincts, rely on your expertise, and have the courage to make tough decisions that align with your vision and values. 3️⃣ Building Trust: Even though it might feel a little uncomfortable or like there's not enough time in the day, it's important to get out of the office and walk around to connect with your team. Follow through on your commitments and promises. 4️⃣ Navigating Organizational Culture: Spend time understanding the existing culture and dynamics. Prioritize building relationships with a wide range of individuals across different levels and departments to gain insights and establish credibility. 5️⃣ Managing Conflict and Resolving Issues: Conflict is inevitable in any workplace, and new leaders may encounter conflicts among team members, departments, or stakeholders. Facilitating open communication and addressing issues promptly and effectively is critical for maintaining a positive environment and fostering collaboration. 6️⃣ Delegating and Asking for Help: Leadership is not about doing everything yourself. Delegate tasks and responsibilities to capable team members, and trust them to deliver results. Don't hesitate to ask for help or seek support from mentors, colleagues, or other leaders when needed. 7️⃣ Prioritizing What Matters Most: It's easy to get overwhelmed by competing priorities and distractions. Focus your time, energy, and resources on what matters most. Say no to those things that don't align with your mission, vision, and values. 8️⃣ Being Yourself: Be true to who you are, your values, and your leadership style. Authentic leaders inspire trust, build stronger connections, and foster a culture of openness and honesty. #leadership #LeadWithCourage #LeadershipDevelopment

Being a first-time manager is hard. Here are 6 things I wish I knew when I became a manager: 👇 💡It’s NOT about giving orders. Good managers do not tell people exactly what to do. Instead, they empower their team to make their own decisions. Telling people what to do will stifle employees’ growth and create “manager dependency.” As a new manager, you must communicate your organization’s goals, team vision, and what you expect them to achieve, and then fully empower them to accomplish tasks. 💡 You need to balance the talking and doing One of the hardest transitions to manager is learning to let go of doing everything yourself. You can accomplish more together by delegating tasks according to your employee’s interests and strengths. However, this does not mean you ONLY delegate work to others. If your team is struggling, you need to roll up your sleeves and dive in to help them. Being a coach-player is one of the most sought-after and important skills to have. 💡You have to hold your team and yourself accountable To build the highest-performing team, you need to deliver results. One important way to do that is to give regular feedback to your team, whether they are positive or negative. This is not about pointing fingers but about uncovering the why so you can help them succeed. Conflict avoidance or delaying feedback is a surefire way to fester mistrust and inefficiency. This goes both ways and means that you must admit your own mistakes when you make them. 💡You need to manage around, up, and down If you are a responsible manager, chances are you care about your employees a lot and will spend time managing them. However, it’s easy to forget that you must also manage up and around. As a product marketing director, it’s so important that you evangelize and advocate for your team with senior leaders. Building great relationships and educating your peer managers on how you can help their team is also important. 💡 Understand what motivates people Not every employee is motivated by the same things. Some prefer the most challenging projects; others prefer public recognition. Understanding what motivates them to reward them accordingly will boost morale. This point came from the amazing Mary Sheehan when she commented on a similar post of mine a while back. 💡Be your own kind of leader Self-confidence, assertiveness, taking charge, and extraversion are some words that come to mind when people are asked to describe leaders. So, if these words do not describe you, it can make you feel like you are not cut out to lead or manage others. The reality is that there are many ways to lead. So you be you and trust your superpowers. These are the core skills I cultivate with my coaching clients on an on-going basis. ❓ What other tips do you have? I'd love to hear them! Tagging a few great leaders here! Rebecca Shaddix Alex Henthorn-Iwane Brian Lee #leadership #productmarketing #marketing #careergrowth #management

I'm a terrible manager. That's what I thought when I first started leading others. I went from managing 2 people to 100s in the space of a few years. There was no playbook on how to become a better manager (at least I didn't see one!). Becoming a great manager is an intentional choice specific to your situation - and it's hard. Here are 5 crucial managing tips I wish I knew when I started: 1️⃣ Focus on alignment first If the crew rows in different directions, the ship goes nowhere. Make sure your team is aligned with your: • Goals • Vision • Mission And make everyone's unique roles in achieving these crystal clear. Clarity of purpose drives motivation and performance. 2️⃣ Be your genuine self Effective management isn't hiding your personality and being a corporate robot. It's about human relationships. Don't be afraid to be vulnerable - be yourself from day one. When your team sees you as one of them, you'll build trust faster. 3️⃣ Coach, don't criticize Criticism discourages, while coaching empowers and builds confidence. Work to develop people's strengths rather than fixating on their weaknesses. Simplify performance management: • Set yearly and quarterly goals • Use trust-building 1x1 to check progress Coach them through blockers and help them flourish. 4️⃣ Avoid micromanagement You don't have to do everything yourself - trust your team. Give autonomy aligned to the vision and practice the art of delegation. Empower your team to make decisions and take ownership. Micromanagement is a recipe to limit others' potential and breed resentment. 5️⃣ Own your calendar The most valuable asset you have as a team and manager is time. Don't waste it with unecessary meetings. Make these 2 meetings brilliant: • Bi-weekly 1x1s • Weekly team meetings Ditch the rest and do what moves the needle instead. I learned these tips through trial and error as Classy grew. But I hope they help other new leaders avoid the pitfalls I experienced early on. Supporting your team's growth ultimately fuels your company's growth. Make your management the priority it deserves to be. 📌  P.S. if you liked this, you’ll love my free newsletter on leadership: https://scotchisholm.com/ And I just launched an exclusive community for founders. Apply here: https://lnkd.in/gRReFFKx