What New Managers Get Wrong
What New Managers Get Wrong and What They Can Do Right
Unfortunately, too many new managers step into the management role with serious misunderstandings of what it takes to succeed. If only they could have the benefit of proven new manager training that would help them develop the skills they need and dispel the misconceptions they may have!
Many are mistakenly convinced that new managers and supervisors should:
- Tell People What To Do and How To Do It
Actually the best managers set expectations for performance but then are able to back off and let their direct reports work toward job goals in their own individually preferred style…at least until more guidance or correction is needed. A good new manager works with each team member to identify job goals and then support the employee to reach them. Micromanaging is an approach that kills creativity and alienates a team.
- Be Liked
Rather like good parenting, good managing is not a popularity contest. Granted, a team that likes each other can work very smoothly together and have fun doing it. But the ultimate test of a good manager is that they have their team’s respect. Now and then, you need to hold difficult conversations and make unpopular decisions. That is what leadership is all about. The best managers focus more on providing guidance and support that foster long-term goal achievement, rather than on short-term likeability.
- Change Somehow
Many new managers think that with their new role they should adopt a new personality. If they do, they come across as inauthentic and less able to take charge. Your job is to encourage open, honest dialogue within your team. By not showing who you genuinely are, you undermine the relationships you want to build with your employees. It matters less whether you are introverted or extroverted than if you show that you care about your team members in a natural and unforced way.
- Be Automatically Good at Giving and Receiving Feedback
Listening well, empathizing, checking for understanding and being direct but supportive are all skills that the best managers demonstrate. But they don’t come automatically with the promotion to management. This is your major tool for relating to your employees, coaching them for improved performance, and inspiring them to greater effort. Make sure you know how to both deliver and receive feedback in a constructive way. And, yes, you need to ask for and take in feedback on your own performance. It cannot be a one-way street.
The Bottom Line
Too often, new managers get wrong too much. New manager training is an invaluable first step in starting off right. Just make sure you dispel the mistaken ideas about management before your new managers get wrong what matters most.
To learn more about being an effective new manager, download the 6 Additional Traps that Can Sabotage Your Success as a New Leader