First off, congratulations on your promotion to management! It's an exciting step, but let's face it – it can also be pretty daunting. Did you know that 85% of new managers say they've never received any training on how to lead? Yikes! But don't worry, I've got your back.
Whether you're feeling a bit overwhelmed or just want to start on the right foot, I've compiled the best career advice to help you crush it in your new role. Ready to become the kind of manager you've always wished you had? Let's dive in!
1. Embrace Your New Identity as a Leader
Let me tell you, stepping into a leadership role for the first time is like trying to ride a bike with square wheels - it's awkward, bumpy, and you're gonna fall on your face a few times. Trust me, I've been there! When I first became a manager, I thought I could just keep doing what I was doing before, just with a fancier title. Boy, was I wrong!
I’ve coached hundreds of new managers and they all seem to make the same rookie mistake early in their management career. They all try to impress their team by doing all the work themselves. They tend to figure, "Hey, I'm the most experienced one here, I'll just knock this project out of the park!" Yeah, not the way friend. Very soon, they find themselves exhausted, their teams feel useless, and their projects a pile of hot mess.
Here's the thing: being a leader isn't about being a superhero. It's about empowering your team to be their own heroes. You gotta shift your mindset from "me" to "we". It's not just about your individual contributions anymore - it's about how you can help your team shine.
One of the best pieces of advice I ever got as new manager was to think of myself as a coach (exactly) rather than a star player. Your job isn't to score all the points yourself; it's to help your team develop their skills and work together to win the game. And let me tell ya, when you see your team crushing it because of your guidance? That feeling is better than any personal achievement.
But here's the kicker - you can't fake it. Your team can smell insincerity from a mile away. You gotta be authentic in your leadership style. Are you a cheerleader type? A strategic mastermind? A nurturing mentor? Figure out what works for you and lean into it. Don't try to be Steve Jobs if you're more of a Mr. Rogers. Trust me, your team will appreciate the real you more than some cookie-cutter "leadership persona".
And speaking of being real, don't be afraid to show your human side. Made a mistake? Own up to it. Feeling overwhelmed? Be honest about it (within reason, of course - you don't wanna look like you're totally losing it). Your team will respect you more for your honesty than they would for some infallible robot boss.
2. Master the Art of Delegation
Delegation, or "The Art of Not Drowning in a Sea of To-Do Lists" is something you will need to master. It tends to take new managers way too long to realize that effective delegation is the secret sauce of great leadership.
The fear of things not being done ‘right’ keeps new managers hoarding responsibilities long past time they should have let go.
Here's the deal: delegation isn't about being lazy or shirking responsibility. It's about leveraging your team's strengths and helping them grow. It's like being the conductor of an orchestra - you don't play all the instruments yourself, you help each musician shine in their role.
So, how do you delegate like a boss (pun totally intended)? First off, you gotta know your team. I mean really know them. What are their strengths? What skills do they want to develop? What tasks light them up? Once you figure that out, matching tasks to team members becomes way easier.
But here's the tricky part - you gotta let go. I know, I know, it's scary. What if they mess up? What if they don't do it exactly how you would? The key is to delegate the task, not the method. Give clear expectations about the end result, but let your team figure out how to get there. You might be surprised - they might come up with a better way than you ever thought of!
And listen, it's okay if they make mistakes. It's even good sometimes - that's how people learn and grow. Just make sure you've got their back when it happens. A little guidance goes a long way.
Oh, and here's a pro tip: start small. Don't dump a massive project on someone right off the bat. Start with smaller tasks and gradually increase the responsibility. It's like training wheels for delegation.
Remember, effective delegation isn't just about freeing up your time for your new management responsibilities. It's about developing your team, building trust, and creating a more efficient and empowered workforce. So go on, spread those tasks around like confetti at a parade. Your future self (and your team) will thank you!
3. Communicate Like a Pro
Alright, let's chat about communication. And no, I don't mean perfecting your emoji game in Slack (although that's important too, don't @ me). I'm talking about the kind of communication that can make or break your success as a manager. Trust me, I learned this the hard way.
Picture this: it's one of my first big projects as a manager. I thought I was being crystal clear with my instructions. In my head, I was like Shakespeare, painting vivid pictures with my words. Reality check: I was more like a toddler explaining quantum physics. My team was confused, deadlines were missed, and the client was unhappy. I was left wondering why nobody got what I was saying and they were left wondering if I thought they could read my mind. Facepalm moment, for sure.
Here's the thing: clear communication isn't just about talking. It's about listening too. And I mean really listening, not just waiting for your turn to speak. I used to be guilty of that, always ready with my next brilliant idea before my team had even finished their sentence. Pro tip: don't do that. It's annoying and you miss out on a lot of good stuff.
Active listening is like a superpower. It shows your team you value their input, helps you catch potential issues early, and builds trust. Try this: next time someone's talking to you, focus on understanding their perspective instead of formulating your response. It's harder than it sounds, but it's a game-changer.
Now, time to talk feedback. Giving feedback is one of the top things I work on with new managers because it tends to make most folx really uncomfortable. But here's the secret: it's not about being nice or mean, it's about being clear and constructive. When you need to give criticism, make sure it is done in a timely manner before it needs to become a larger (even more uncomfortable conversation) and make sure it is always, always both clear and constructive.
And don't forget about praise! Catch your team doing something right and shout it from the rooftops (or, you know, mention it in a team meeting). Positive reinforcement works wonders for boosting team morale.
Oh, and here's a nugget of wisdom I wish I'd known earlier: over-communicate. Seriously. In a world of constant distractions, important info can slip through the cracks. So don't be afraid to repeat yourself, use multiple channels, and check for understanding. It might feel redundant, but it's better than realizing half your team missed a crucial update.
Lastly, remember that communication isn't one-size-fits-all. Some folks prefer emails, others like face-to-face chats. Some need all the details, others just want the highlights. Get to know your team's preferences and adapt your style. It's like being a communication chameleon, and it'll make your life so much easier. Also, let them know how you prefer to be communicated with. Don’t get cranky at Bob for slacking you if you prefer emails but you’ve never told him.
4. Build Strong Relationships with Your Team
One of your first priorities as a new manager needs to be building relationships with your team. And no, I don't mean becoming BFFs and braiding each other's hair (unless you own a salon). I'm talking about creating the kind of bond that turns a group of random employees into a high-performing dream team.
When people first become a managers, they tend to think that keeping a professional distance is the way to go. They get so focused on being "the boss" that it comes off as cold, uninterested and removed. Your team may even be scared to approach you, meaning your productivity will suffer.
Here's the deal: trust is the cornerstone of any great team, but trust doesn't happen by accident. You gotta cultivate it like a prized orchid. How? By being human. Show your team that you're not just a task-assigning robot, but a real person with flaws, feelings, and maybe a slightly unhealthy obsession with dog memes (just me?).
One of the best things I ever did was start having regular one-on-ones with my team members. And I don't mean weekly project updates (there’s software for that). I'm talking about genuine conversations. Ask about their goals, their challenges, heck, even their weekend plans. You'd be amazed at how much you can learn over a cup of coffee.
But here's the deal: you gotta walk the talk. If you say you have an open-door policy, make sure that door is actually open. If you promise to support their growth, follow through with opportunities. Nothing kills trust faster than empty promises. Trust me, I learned that the hard way when I kept postponing a team member's training "until things calmed down". Spoiler alert: things never calm down, and I nearly lost a great employee.
Now, the elephant in the room: boundaries. Yes, you want to be approachable, but you're still their manager, not their therapist or drinking buddy. It's a tightrope walk, for sure. My rule of thumb? Imagine your conversations being broadcast to the whole company. If anything makes you cringe, maybe dial it back a notch.
Oh, and back to the praise thing: celebrate the wins, big and small. Did someone nail a presentation? Shout it from the rooftops! Did the team hit a milestone? Time for recognition! Acknowledgement goes a long way in building a positive team culture.
But it's not all sunshine and rainbows. Sometimes, you will have to have tough conversations (a lot of sometimes). Maybe someone's underperforming, or there's conflict in the team. Don't shy away from these moments. Address issues head-on, with empathy and clarity. It's like ripping off a band-aid - it might sting at first, but it's better than letting things fester.
Remember, building strong relationships takes time. It's not about grand gestures, but consistent, genuine interactions. Be patient, be authentic, and before you know it, you'll have a team that doesn't just work for you, but with you. And that is when the magic happens.
5. Develop Your Emotional Intelligence
Alright, get ready to dive into the world of emotional intelligence. Or as I like to call it, "How to Not Be a Robot in a World Full of Humans". EQ, is all about understanding and managing emotions.
I just walked through this with a client that is early in their management career. Basically, she completely botched a performance review by being so focused on ticking boxes and hitting metrics that she didn't notice her team member was on the verge of tears, until they started to fall. Talk about an awkward moment! She said she “felt like I'd just kicked a puppy”. That's when she realized she needed to up her EQ game, pronto.
Here's the thing: being a good manager isn't just about crunching numbers and meeting deadlines. It's about understanding the human element. Your team isn't a bunch of robots (well, unless you're managing actual robots, in which case, that's pretty cool). They're people with feelings, fears, and dreams. And if you can tap into that, you'll unlock a whole new level of team performance.
So, how do you develop this magical EQ? First off, start with yourself. Pay attention to your own emotions. What triggers you? How do you react under stress? Once you understand your own emotional landscape, it's easier to navigate others'.
Next up: practice empathy. And no, I don't mean you need to become a mind reader, it's just about putting yourself in someone else's shoes. When a team member is struggling, don't just see the problem - try to understand the person behind it. Maybe they're dealing with personal issues, or feeling overwhelmed. A little empathy can go a long way.
So how do you manage emotions in high-stress situations? We've all been there - deadlines looming, clients breathing down our necks, and suddenly someone drops the ball. It's enough to make you want to flip a table. But here's where your EQ comes in handy. Take a deep breath, count to ten, do whatever you need to do to keep your cool. Remember, your team takes their cues from you. If you're losing it, they'll lose it too.
Basically: learn to read the room. I'm talking about picking up on non-verbal cues. Is your team looking stressed? Maybe it's time for a quick check-in or a morale-boosting activity. Are they energized and excited? Capitalize on that momentum!
But developing emotional intelligence isn't a one-and-done deal. It's an ongoing process. You'll make mistakes, you'll have awkward moments, and that's okay. The important thing is to learn from them and keep improving.
Remember, at the end of the day, we're all human. We have good days and bad days, ups and downs. Your job as a manager with high EQ is to navigate these emotional waters and steer your team towards success. It's not always easy, but let me tell you, it's worth it.
6. Set Clear Goals and Expectations
Setting goals and expectations is next up. When I first started managing people, I thought setting goals was as simple as saying "Do this by then". Spoiler alert: it's not.
Clear goals and expectations are like the GPS of your team's success. Without them, you're just driving around aimlessly, burning fuel and getting nowhere fast. You want everyone following the same map, headed towards your destination with the same end point in mind.
You need to start with SMART goals. SMART stands for Specific, Measurable, Achievable, Relevant, and Time-bound. It's like the Swiss Army knife of goal-setting.
For example, instead of saying "Increase sales", try "Increase monthly sales by 15% within the next quarter through targeted email campaigns and personalized follow-ups". See the difference? It's specific, you can measure it, it's (hopefully) achievable, it's relevant to your business, and it has a deadline. Boom! SMART goal achieved.
But setting goals is only half the battle. You have to communicate them effectively too. And let me tell you, this is where lots of new managers stumble. They set these amazing goals in their head but they get lost in translation between brain and team's ears.
Pro tip: don't just tell your team the goals, involve them in the process. Ask for their input, get their buy-in. It's like planting a garden - if they help plant the seeds, they're more likely to stick around and water the darn things.
Onto expectations. This is where things can get tricky. You need to be clear about what you expect, but you also don't want to micromanage. It's a delicate balance.
One thing that's helped me is creating a "success looks like" document for each role or project. It outlines what great performance looks like, what good looks like, and what needs improvement looks like. It gives your team a clear target to aim for, without you having to breathe down their necks.
7. Embrace Continuous Learning
One thing I’ve learned in my career is that the most successful leaders are those who are committed to continuous learning. According to a study, about 70% of knowledge gained in the workplace comes from hands-on experience. It’s not all about formal education—although that’s important, too. Continuous learning is key!
What does this mean for new managers like you? First off, ongoing professional development isn't just a buzzword; it’s vital for staying relevant and effective. Even if you think you have it all figured out. Even if you’re thorough and organized. The landscape changes faster than you can possibly imagine. New trends, tools, and tactics pop up all over the place. It can feel overwhelming.
So, what’s the fix? A wealth of resources is available to sharpen your management skills. Online courses, webinars, and podcasts are just the tip of the iceberg. You can learn about everything from conflict resolution to fostering a positive team culture and lots more.
And don’t forget about staying updated on industry trends too. Subscribe to newsletters, read industry-related blogs and join networking groups. I’ve found that platforms like LinkedIn can be gems for keeping up with influencers in your field.
Embrace this concept of lifelong learning. Make it a regular part of your routine. I personally try to set aside at least one hour a week to dive into learning something new, whether it’s a book on leadership strategies or listening to a podcast on workplace dynamics. It’s become a lift you didn’t know you needed! Keep that curiosity alive. It’ll not only boost your development but also inspire your team. After all, if you’re committed to growing, they will be, too.
8. Navigate Office Politics with Grace
Time, for a topic that often sends shivers down our spines—office politics. The world of work (no matter what you do) is most likely a landscape filled with egos, alliances, and sometimes, drama straight out of a soap opera!
Understanding the realities of workplace dynamics is critical. Everyone's got their agendas, and sometimes, you’ll feel like you’re in the middle of a chess game with people using all sorts of strategies. So, how do we maneuver through this minefield? One huge tip I can give you is to build authentic relationships. I learned this the hard way! Early in my career, I tried to be all things to everyone. It was exhausting and backfired spectacularly. I quickly realized that genuine connections are way more effective than trying to play a role.
Onto strategies. One effective approach is to identify key players and align your goals with theirs. This doesn’t mean kissing up! It’s about mutual benefit. For instance, I made a habit of having casual coffee chats with colleagues from different departments. Not only did I pick up valuable insights, but it also helped me learn their perspectives and needs. The relationships I built paid off big time when I needed support for my team’s projects.
Managing conflicts? That can feel like walking through a minefield. I once had to mediate a situation between team members who were at each other's throats. Yikes it was uncomfortable. Everyone wanted to avoid the whole situation, but I pushed myself to sit down with both parties. It wasn’t easy (they literally wouldn’t look at each other), but creating a safe space for them to express their viewpoints helped resolve the issue and strengthened our team's overall bond.
Lastly, advocating for your team while remaining professional is vital. It can be tempting to vent about challenges behind closed doors, but maintaining professionalism is crucial. I made this mistake once, thinkin’ it was just harmless chatter, but it got back to the higher-ups and created a wave of distrust. So keep your advocacy positive, and watch how it reflects on your leadership!
9. Foster Innovation and Creativity
One thing I’m passionate about, is the belief that creativity belongs in the workplace. Seriously, if you want your team to thrive, you’ve got to create an environment where creative thinking is encouraged. We’ve all had a manager who thought sticking to rigid processes was the key to success and we all know how frustrating it is to work for them.
Take some time to explore techniques for encouraging that creative spark. Even (or maybe especially) if you’re not in a creative role, implementing brainstorming sessions where no idea is too wacky to toss around can be great. At first, it will be awkward—imagine a group of people sitting in silence, staring at each other. But it can be really rewarding.
Use brainstorming results to help you see projects from a new angle and to let someone else take the reins. I remember this doozy of a project early on. I was so scared of messing it up that I tried to do everything myself. I mean everything. I was micromanaging like it was an Olympic sport. By the end of it, I was a caffeinated zombie, my team was frustrated, and the project... well, let's just say it wasn't my finest hour.
Don’t be me. Delegate, integrate creativity, let new ideas flow.
10. Take Care of Yourself
As a manager, it's easy to get caught up in the demands of your job and neglect your own well-being. However, maintaining a healthy work-life balance is crucial for effective leadership. When you're stressed and burned out, it's difficult to be productive, make sound decisions, and motivate your team.
Here are some strategies for managing stress and avoiding burnout:
Set boundaries: Establish clear boundaries between work and personal time. This might mean turning off your work phone after hours or avoiding checking emails on weekends.
Prioritize self-care: Make time for activities that help you relax and recharge, such as exercise, meditation, or spending time in nature.
Practice mindfulness: Mindfulness techniques can help you stay present and reduce stress. Try meditation, deep breathing exercises, or yoga.
Get enough sleep: Aim for 7-8 hours of sleep each night. Lack of sleep can contribute to stress and fatigue.
Seek support: Don't be afraid to reach out to friends, family, or a therapist for support. Talking about your feelings can help reduce stress.
By taking care of yourself, you'll be better equipped to handle the challenges of leadership and set a positive example for your team.
Stepping into a management role is a thrilling journey, and with these top 10 career tips, you're well-equipped to tackle the challenges ahead. Remember, great leaders aren't born – they're made through experience, learning, and a willingness to grow. As you navigate your new role, keep an open mind, stay true to your values, and don't be afraid to make mistakes. That's how you'll truly develop into an exceptional leader.
So, what are you waiting for? It's time to put these tips into action and become the inspiring manager your team deserves. Trust yourself, embrace the learning process, and get ready to make a real difference in your new role. You've got this!
Remember, I’m available to answer any questions here and on Instagram or TikTok.
Yours in ‘go manage your booty off’ goodness-
EBS
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EB Sanders | Career Coach for Creative Types
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