Stepping into a management role for the first time in 2024 or preparing to do so in 2025? This is for you!
Transitioning into management is a significant milestone for leaders at every level and one of the most memorable moments in any leadership journey. Understanding the challenges ahead and how to tackle them gives you an edge that not all managers have the chance to gain.
BTW- practicing these strategies will be the most effective way to succeed!
Over the past year, through my work with emerging managers, I’ve identified four major challenges they’ve faced—and practical strategies to overcome them successfully:
1. Balancing Leadership and Individual Contributions
For first-time managers, it’s common to struggle with letting go of the hands-on tasks you once excelled at as an individual contributor. Many feel torn between leading their team and proving their value through direct work. This internal conflict can lead to burnout and missed opportunities to empower your team.
Shifting the mindset takes time and effort. Read this one for more: #29 Blog. Have You Ever Climbed a Wall as a Manager? My Go-To "Wall Climbing" Analogy
How to Tackle It: Shift your perspective on success—it’s no longer about what you can accomplish individually but what your team can achieve together. Focus on identifying your strengths and blind spots in delegation and decision-making. Taking time to reflect on your leadership style can help you build confidence in guiding and supporting your team, rather than trying to do it all yourself.
2. Giving Feedback to Former Colleagues
Managing peers-turned-team-members can feel like walking a tightrope. First-time managers often hesitate to provide feedback out of fear of damaging relationships, which can lead to unaddressed performance issues and team-wide frustration.
How to Tackle It: Feedback is the growth engine of every organization and powerful tool for growth when delivered thoughtfully. Frameworks like SBI (Situation-Behavior-Impact) help structure feedback in a clear and objective way, making it easier to navigate emotionally charged situations. Approaching feedback with empathy is equally important—acknowledge the shift in dynamics and focus on shared goals. This approach helps maintain trust while fostering accountability.
Read this one for more: #27 Blog. The main actor in a feedback culture? Every manager!
3. Building Trust Without Overdoing It
New managers often feel pressure to prove they "deserve" their role. This can lead to micromanaging or avoiding tough conversations in an attempt to stay likable, which ultimately undermines trust and authority. Imposter syndrome only adds to the challenge, making it harder to step into their new leadership identity.
How to Tackle It: Use the Radical Candor framework by Kim Scott—a balance of caring personally while challenging directly—to build genuine connections with your team. By addressing issues with honesty and empathy, you can foster mutual respect without losing the human connection. Showing vulnerability is also key; it’s a strength that deepens trust and reinforces authenticity in your leadership.
Read this one for more: #25 Blog. "You're not a phony manager! You just have self-doubt."
4. Navigating Hybrid and Remote Team Dynamics
Managing hybrid or remote teams requires a new skill set, and first-time managers often find themselves overwhelmed by the need to maintain team cohesion, track progress, and ensure fair recognition.
How to Tackle It: Structured check-ins and clear goal setting are critical in hybrid settings. Leadership assessments can help managers understand communication preferences within their team, enabling them to tailor interactions for maximum impact. Highly encourage you to invest in team-building initiatives—even virtually! It can create a stronger sense of connection.
Read this one for more: #17 Blog.You Are Not Alone: Managing for the First Time? Don’t Shoulder It All Alone – Join a Peer Group!
Are you a first-time manager (or mentoring one)?
What challenges have you experienced, and what strategies have worked for you?
Let’s continue the conversation!
Comments