The transition from individual contributor to manager is often the toughest in a person’s career path. Newer managers find themselves needing a whole new set of skills that may be unrelated to the work they excelled at in their previous roles. At the same time, they may lack the confidence to ask for help or admit that they are struggling.
Based on what I’ve learned from my clients and from my own leadership journey, I know there are specific approaches that senior managers and leaders can take to help smooth out this rough spot. Here are my five top tips for senior leaders to help newer managers thrive so they can find success in this role and continue to rise.
Don’t throw them to the wolves. As the more senior leader, it’s likely that your plate is overflowing. It might feel like you don’t have time to teach someone how to be a manager. And you probably had to figure it out on your own a decade or more ago, so you might think it builds character to let your newer managers find their own way. This is a mistake. Please shift your perspective and recognize that your role right now is to help this newer manager be successful. Openly acknowledge the transition and how hard it is. Reassure them that you’ve got their back. This shift opens the door to the next four suggestions.
Honor their role and don’t go around them. Many newer managers find themselves leading people who were their peers not long ago. It’s often a challenging shift in the team’s dynamic. Too often, we see team members going around the new manager to check in with the manager one level up. Don’t let this happen. Redirect team members to the newer manager that they now report to. And be sure to work through the new manager when assigning work to their team members. This isn’t about creating a strict hierarchy or chain of command. It’s about sending the message to the entire team that you trust the new manager and want that person to be successful in their new role. In this situation, the optics matter.
Coach them and encourage them to coach their team. While there is a need for training, that’s not what we’re talking about here. Coaching is a way of helping another person find their way and fulfill their potential without giving them the answer to every question. People who are coached learn faster and build intrinsic motivation. Brush up on your own coaching skills and use them to help this newer leader excel. Using skills like deep listening, powerful questions, reframing, and championing, you’ll become a better leader while also helping to develop this newer manager.
Build (or re-build) their confidence. Many newer managers were promoted because they were quite good at their jobs at the individual contributor level. They knew what they were doing, and they produced excellent results. They were responsible for their own output. This built their confidence and sense of self-worth. But now, as a newer manager, they’re no longer on solid ground. Suddenly, their success depends on other people (their direct reports) doing great work. They’re not sure how to guide these people, how to give feedback, or how to hold accountability. Remember how hard this was in your early management roles. Be vulnerable and share your stories. Call it out you see them doing something great. And pass along secondhand praise when you hear it from anyone, including more senior leaders, customers, vendor partners, peers, or anyone who notices the progress. This newer leader probably needs to hear that they are doing a good job, because it might not feel like it from where they are sitting.
Get them the support they need to excel. Suggest books on leadership and management that were helpful for you. Send a link to that article or podcast episode that had you thinking of the newer manager. Encourage them to seek out coaching, training, and development opportunities and support them when they ask for funding. In this competitive labor market, there’s a strong ROI to developing a newer manager. You’re more likely to keep them in your organization, and you’re preparing them to rise into greater levels of leadership responsibility.
Right now, there’s a fantastic opportunity to support newer managers through Thriving Leaders Circle, a group coaching and leadership training program from Connect 2 Potential. The first cohort starts in February 2023 and applications are being accepted for a very limited time. Contact Leadership Coach, Wendy McManus, for more details.