First-Time Managers Are Struggling – Here’s How to Train Them for Success

First-Time Managers Are Struggling – Here’s How to Train Them for Success

Taking on a leadership role for the first time can be both thrilling and daunting. One moment you're contributing individually, and the next, you're tasked with leading a team. It's completely normal for a new manager to feel a mix of anxiety and excitement with a promotion. You might find yourself questioning, "Am I truly ready for this?"

Transitioning into management is a significant step, fraught with uncertainty, self-doubt, and a steep learning curve. Regardless of your industry or location, these feelings are universally shared.

You're not alone.

Maybe this sounds familiar?

"On my first day as a new manager, I remember looking at my team during our initial meeting, my heart racing. I was thrilled! I had earned this... but was also scared of making mistakes."

If you're feeling this way, take a deep breath. It's perfectly normal. Shifting from doing the work yourself to guiding others is one of the toughest career transitions. And remember, every successful leader you admire has been in your position, learning and growing one step at a time.

Download Your 30-Day Action Plan for New Managers here.

Common Struggles New Managers Face

New managers often find that the skills that led to their success in previous roles don't necessarily translate to effective leadership. Here are some of the most common challenges they face:

1. The Delegation Dilemma: Relinquishing control can be difficult. New managers frequently fall into the mindset of "If I want it done right, I’ll do it myself." However, micromanaging can lead to burnout for everyone involved. Trusting others is crucial.

2. Feedback Fears: Providing constructive feedback can be intimidating, especially when it involves former colleagues. Many tend to avoid it or soften the issues. Yet, honest and constructive feedback is vital for growth for all parties.

3. From Buddy to Boss: Leading former peers can be uncomfortable. It requires balancing authority with empathy and establishing new boundaries without alienating the team.

4. Navigating Conflict: Team dynamics can be complex. Managers quickly realize that resolving conflicts is part of the job, and avoiding them only exacerbates the situation.

5. Balancing Responsibilities: Suddenly, you're accountable for both your own work and your team's. It can feel like juggling two jobs, making time management essential.

Here's another example...

Consider Jane, a new sales manager. She was always a top performer, but now her team is missing targets. She stays late redoing work (the delegation dilemma), avoids having a feedback conversation (feedback fears), and eats lunch alone, unsure how to connect with her former peers (from buddy to boss).

Does this sound familiar?

Why First-Time Managers Need Training and Mentorship

Elevating someone to a managerial position without proper training is akin to handing them a car without teaching them to drive and then sending them onto the motorway. It sets them up for failure. Yet, many new managers are left to navigate this transition on their own. Training and mentorship can:

• Prevent morale-damaging errors
• Enhance confidence through skill development and support
• Maintain consistency across various teams and locations
• Speed up learning by sharing insights
• Increase retention by making managers more effective and employees more engaged
  
  

Imagine two new supervisors: one receives training and mentorship, while the other is left to manage independently. After six months, the first is flourishing, while the second feels overwhelmed and uncertain about their role. The key difference isn't effort, it's the support they receive.

A Roadmap to Training First-Time Managers

Here’s a practical, industry-neutral guide to nurturing new managers:

1. Begin with a Mindset Shift: Help new managers recognize that their role is evolving from executing tasks to empowering others. Engage in open discussions about the changes they can anticipate.
2. Provide Hands-On Training: Conduct workshops on essential topics such as delegation, feedback, goal setting, communication, and time management. Focus on practical application rather than theory.
3. Assign a Mentor or Coach: Connect new managers with seasoned professionals. Regular check-ins are crucial, as mentors provide valuable insights, support, and guidance.
4. Establish Peer Learning Groups: Facilitate gatherings where new managers can share successes, pose questions, and learn collectively. A simple monthly roundtable can be highly effective.
5. Promote Continuous Feedback: Managers also require feedback. Their leaders should regularly coach them, reinforcing positive behaviours and addressing areas for improvement. 
   
   

Growth Mindset: Learning by Doing

Mastering management doesn't happen instantly, and that's perfectly fine. The key is cultivating the right mindset:

Mistakes are valuable lessons. If a new approach doesn't succeed, take time to reflect, adjust, and move forward.

It's perfectly acceptable to not have all the answers. Acknowledging uncertainty and seeking assistance is a sign of strength, not weakness.

Seek feedback. Encourage your team to share their thoughts. Simply asking, "How can I improve as your manager?" fosters trust and self-awareness.

Consider this story: A new manager initiated an ambitious campaign that didn't succeed. Her supervisor sat down with her and said, "Let's analyse what happened." Together, they examined the missteps, leaving her feeling more empowered than ever.

She didn't fail; she learned.

From Struggling to Thriving: Every New Manager Can Succeed

Stepping into a managerial role is challenging. However, with proper training, guidance, and the right mindset, anyone can evolve into an outstanding leader. Here's a summary:

• Recognize the difficulties
• Understand common challenges
• Commit to comprehensive training and support
• Foster a culture of growth mindset
  
  

Whether you're leading in Manchester or Mumbai, in retail or tech, the core principle remains: leadership revolves around people. And people thrive when they receive support. Therefore, invest in your new managers.

If you are one, remember to be patient with yourself. Continue learning, developing, and moving forward. Every successful leader began where you are now.