Going from being one of the team, to managing a team can be one of the most challenging career moves, even for the best prepared. For new managers, it takes a change of priorities, perspective and a different set of skills.
The problem is, many get their start and make the move without the right skills or experience. Leaving them underprepared and ill-equipped to overcome the early challenges faced in management.
But everyone has to start somewhere. The solution is less about denying people a start in management because they don’t have ‘the skills’, but more about giving them what they need to be successful.
New managers new skills, not just a start into management. Transitioning from a team member to a managerial role is a significant milestone in anyone’s career. However, this leap can be daunting, often presenting unique challenges that require not only adaptability but also a robust skill set.
While the journey may begin with enthusiasm and ambition, many new managers quickly realise that the skills and perspectives essential for effective leadership diverge significantly from those necessary for individual contribution. To navigate this complex landscape, new managers must be equipped with foundational competencies that go beyond mere familiarity with the team and the tasks at hand.
What New Managers Need Is New Skills
They say great players don’t necessarily make great coaches. The same can be said in management. Just because someone is a great worker, doesn’t mean they’ll be able to manage the team just as well.
To coach, or manage a team well, it requires a different set of skills to those of the player or worker. Managers need a range of skills to meet business and people management challenges large and small, from self-awareness to strategic thinking.
Making the transition to management a successful one takes more than just a great performance record. Management can be tough, even for the most experienced. New managers need every opportunity to be successful, they need more than just a start in management, they need skills.
The Challenge of Transitioning to Management
1 Change in Priorities: The fundamental challenge of moving from team member to leader lies in the shift in priorities. As a team member, the focus is often on personal tasks and contributions to projects. However, as a manager, the priorities shift to overseeing the team’s performance and ensuring that everyone meets their goals. This requires a new mindset where the success of the team becomes the priority over individual accomplishments. New managers must learn to delegate tasks effectively, trust their team members to deliver, and provide the necessary support and resources for them to succeed.
2 Change in Perspective: New managers frequently need to abandon the mindset of a doer. Instead, they must embrace the ‘bigger picture’. A manager needs to see the bigger picture and understand how the team’s work fits into the organisation’s overall goals. This requires strategic thinking and an ability to anticipate potential challenges and opportunities. New managers must develop a broader perspective and align their team’s efforts with the company’s vision and objectives. This involves setting clear goals, communicating the vision effectively, and ensuring that everyone understands their role in achieving it
3 New Set of Skills: The skills required for management can be surprising for those stepping into a leadership role. A great performer doesn’t automatically equate to a great leader, as management demands a different set of capabilities. Management requires a different set of skills compared to those needed as a team member. Leadership, communication, conflict resolution, and decision-making are just a few of the critical skills new managers need to develop. These skills are not always innate and often require training and practice to master. Additionally, new managers must learn how to motivate and inspire their team, provide constructive feedback, and manage performance issues effectively
Given these dimensions of the transition, it’s clear that new managers face an uphill battle without proper preparation. Yet, the reality is that many individuals start their management journey lacking the necessary skills and, as a result, risk falling short of their potential.
Common Early Challenges for New Managers
Establishing Authority
One of the first challenges new managers face is establishing their authority. It can be difficult to transition from being a peer to a leader, especially if the new manager was recently part of the team. Building respect and trust is crucial, and this can be achieved by demonstrating competence, fairness, and integrity. New managers should lead by example, show confidence in their decisions, and be consistent in their actions.
Navigating Team Dynamics
Team dynamics can change significantly when a new manager takes charge. There may be resistance from team members who are not accustomed to the new leadership style or who are sceptical of the manager’s capabilities. Understanding and navigating these dynamics is essential. New managers should take the time to get to know their team, understand their strengths and weaknesses, and foster an inclusive and collaborative environment.
Balancing Multiple Responsibilities
Managers must juggle various responsibilities, from overseeing projects and managing budgets to handling HR issues and conducting performance reviews. This can be overwhelming, especially for those new to the role. Time management and organisational skills are critical in ensuring that all tasks are handled efficiently. New managers should prioritise their responsibilities, delegate when possible, and seek support and guidance from their own supervisors.
New Managers Need Essential Skills
“skills needed for success can be developed“
For individuals preparing to transition into management, it’s crucial to recognise that the skills needed for success can be developed. Here are five key competencies every new manager should refine to enhance their effectiveness:
1. Self-Awareness
Understanding oneself is the cornerstone of effective leadership. Self-awareness allows a manager to:
2. Interpersonal Communication
Effective managers communicate well with their teams. Strong communication skills involve:
3. Conflict Resolution
Like or not, conflict is inevitable in any workplace. New managers must be adept in:
4. Strategic Thinking
New managers must adopt a strategic mindset to align their team’s efforts with organisational objectives. This includes:
5. Adaptability
In a constantly changing work environment, adaptability is crucial. Managers need to:
Understanding Individual Strengths and Limitations
To foster growth in these skill areas effectively, it’s vital for new managers to take stock of their own strengths and weaknesses, as well as those of their team members.
In simple terms, the skills required for a management position are not inherently difficult to develop. The challenge is more in identifying what is actually needed in the first place. Individuals inherently bring unique strengths, experiences and limitations into a new management position. It is understanding what they are that is key to identifying the skills needing to be developed.
The basic idea is to identify the gap between what capabilities are available now, and what capabilities are needed to perform effectively in the role. From there, managers are able to prioritise what’s important and work out a plan of action for development.
Solutions for Successful Transition
Training and Development
Providing new managers with the right training and development opportunities is crucial. This can include formal training programs, workshops, mentorship, and on-the-job training. Investing in leadership development will equip new managers with the necessary skills and knowledge to lead their teams effectively. Organisations should also encourage continuous learning and provide access to resources that support ongoing development.
Mentorship and Support
Having a mentor can be incredibly beneficial for new managers. A mentor can offer guidance, share experiences, and provide a sounding board for ideas and concerns. Organisations should consider pairing new managers with experienced leaders who can support them through the transition. Additionally, creating a supportive network where new managers can connect with their peers can foster a sense of community and shared learning.
Clear Communication
Clear and open communication is key to a successful transition. New managers should communicate their vision, goals, and expectations clearly to their team. They should also be open to feedback and encourage a two-way communication flow. By maintaining transparency and fostering open dialogue, new managers can build trust and create a positive team environment.
Setting Realistic Goals
Setting realistic and achievable goals is important for both new managers and their teams. This helps in providing direction and measuring progress. New managers should work with their team to set SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals that align with the organisation’s objectives. Regularly reviewing and adjusting these goals as needed will ensure that the team stays on track.
Encouraging Team Collaboration
Promoting collaboration within the team can lead to better outcomes and a more cohesive group. New managers should encourage team members to share ideas, work together on projects, and support each other’s efforts. Creating opportunities for team-building activities and recognizing collaborative successes can strengthen the team’s bond and improve overall performance.
A Final Word on New Managers
Transitioning into management is undoubtedly challenging, but with the right support and resources, new managers can overcome the initial hurdles and thrive in their roles. By focusing on training and development, fostering clear communication, setting realistic goals, and encouraging collaboration, organizations can ensure that their new managers are well-equipped to lead their teams to success. Ultimately, the success of new managers is not just about having the right skills, but about being given the opportunity to grow and develop those skills.
Don’t get stuck on the skills new managers don’t have, start prioritising giving them the skills they need to improve their effectiveness today and be successful.