New Managers: Is Your First Year the Worst of Your Career?
We need to be speaking honestly about both the pitfalls and pleasures of becoming a new manager, so we can address them and minimize any dip in career satisfaction. In this article, Leadology summarizes the challenges of first-year management and provides three tips to smoothing the transition from buddy to boss.
We recently came across an article from TIME magazine from media executive S. Mitra Kalita on the countless trials and tribulations of becoming a new manager; and because it echoes so much of what we’ve been saying about leadership development through the good and the bad, we’re excited about sharing it with you as a valuable resource in your own journey.
I’ve said it once and I’ll say it again for the people in the back….Only 10% of managers have the natural abilities required to become great people leaders, which can make the first year in a management role feel like the worst year of one's career. This is exactly why we created Activate, a program designed to support new managers as they navigate this critical transition.
This article personifies the challenges that many first-time managers face that I so often see across organizations, from balancing new responsibilities to navigating expectations with old work relationships. It also highlights common new manager mistakes, like micromanagement and failing to delegate effectively. No matter your level of experience as a workplace leader, there’s something to gain from Kalita’s story.
Leadology’s top 3 tips for new managers
Don’t assume you know
Managers should ask their direct reports how often they need to communicate instead of assuming they know. Each person is different, and different situations may require more frequent communication. By individually assessing each employee's needs, managers can better support their team and get more value out of their work.
Reset personal and professional boundaries
Perhaps one of the most challenging transitions we face as first-time managers is having to reestablish or redefine personal and professional boundaries in the workplace. Particularly when we go from buddy to boss, maintaining strong working relationships built on trust, respect, and clearly communicated boundaries is essential to the success of any team led by a new manager. For example, consider developing a cue to let colleagues know when you are in a supervisor role. Something as simple as “I am switching into manager mode to make sure you understand what’s needed here…” can go a long way.
Stay committed to being a student of leadership
So many parts of how we grow into effective leaders relies on hands-on learning experiences, but that doesn’t mean that the work should stop there. Glean insight from every resource at your disposal—books, podcasts, mentors—but also remain open to receiving lessons of leadership in places you otherwise wouldn’t expect them, such as everyday interactions and the content you engage with outside of work.
Management is a skill, and like any other skill, and must be learned
Just like any other skill, growth in leadership is heavily dependent on intention, reflection, and consistent action, all of which we’ve witnessed through our premier leadership communication program. By engaging in purposeful conversations and sharing tried-and-true resources, managers from a wide range of backgrounds have found ways to dig deeper in their leadership journeys and transform the impact of their approaches in their own organizations.
Ready to turn your biggest leadership challenges into opportunities for growth? Schedule a strategy call with us to learn more about how Activate is equipping leaders with the ability to reflect on areas for growth and the resources to take important steps in their development.
– Carrie & Team Leadology
