First-time managers always have a sense of unease when they are first promoted as a manager. They start wondering about what skills they need to acquire to succeed in the new role. It is observed that early 50% of the first-time managers underperform during the first year.
Transitioning into the role of a manager is a major change. Very few companies offer any training or programs to help employees navigate leadership positions. This lack of understanding of the new responsibilities along with the high exposure to the associated risk of failure makes the managers feel very vulnerable.
To overcome this, consider the five basic mistakes that first-time managers usually commit and how to avoid/ overcome them.
Realise that you are in centre stage.
Your level of seniority in the organisation impacts how you perceive and react to others and vice versa. Your relative position of influence also impacts how others perceive you.
As a new manager, you must realise that you can no longer do what you have always done and take a new perspective as a leader of the team. You need to become more self-aware that as a manager your team members are constantly monitoring your words and actions to gauge how to interact with you.
In meetings and one-on-one conversations, you should be careful about your actions and words. You have to weigh in how your words and actions influence the people around you and how they will impact the team objectives and organisation goals.
To build a strong presence, ask trusted co-workers to observe you in meetings and give you feedback on how you can make a better impact and anything that you should avoid doing.
Choosing hubris over humility
First-time managers mask their lack of knowledge or feelings of insecurity by acting as though they know what they are doing. You may be worried about admitting a gap in your expertise and pretending to know something may lead you to a missed opportunity to new learnings, wrong decisions and losing the trust of your team members.
Instead, it would be better to admit the gap in your knowledge and be eager to accept suggestions and recommendations with an open mind. By asking for help and getting feedback from others you set an example for others to follow.
the reality is that you do not know everything and a good practice is to ask intelligent questions to close the information gap and get inputs to lead the team. Asking questions does not make you look incompetent but pretending to know when you know nothing about the matter under consideration does make you look inadequate.
Do not neglect your stakeholders.
Know your stakeholders – your manager, peers and team members. Understand their needs and expectations. As a manager, you need to move beyond your immediate stakeholders and build relationships with them.
Failing to consider all stakeholders may lead you to miss out on valuable insights. Invest in building relationships with all your stakeholders as you would need strong relationships across the organisation to complete your work effectively. When you nurture these relationships and add value, you will generate goodwill that will serve you well in this role and beyond.
Sticking to what you already do.
Your previous work would have brought you this promotion. However, this does not mean you continue to do the same job. You should remember that as a manager your primary role is to develop the team, hold them accountable for the tasks assigned to them and provide feedback to help them develop their capabilities.
Learn to delegate your work. Consider the roles of the team members and assign them roles that they are good at or that interest them. Coach them when they are stuck and check in regularly to keep the work on track. Give your team members the resources they need to get the work done.
Ask for feedback.
You should actively seek feedback. Seek direct feedback from your team, your managers and other key stakeholders. Some may hesitate to provide feedback but you can ask the right questions to receive appropriate feedback from them.
It is much easier for people to provide positive feedback. hence start by asking them 1-2 things that you have done well in their perception. Thank them for the feedback and ask them further on 1-2 things that you can improve upon. Sk future-oriented questions instead of asking questions on past performance to overcome the barrier to provide critical feedback.
Promotions open up a new path in your career but the initial months may be very critical. By implementing the suggestions above, you can avoid the common mistakes that lead to underperformance and help you succeed in your new role.
5 Mistakes New Managers Make
by Dina Denham Smith
May 17, 2023
R2G 