Common Challenges Faced by New Managers

60% of new managers fail within 24 months. You can beat those odds -- one skill at a time. Most get promoted for being great at their job. But managing people is a completely different skill set. If you don't feel ready, it's not your fault. 59% of managers never receive leadership training. If you just got the title (or if you're one of the 59%)... Focus one-by-one on these 6 disciplines And you'll be a standout rather than a statistic: 1) Build Trust Before Everything Else → Don't assume your title gives you credibility. 🤝Be transparent about what you don't know, follow through on commitments, and listen more than you talk. 2) Master the Art of Clear Communication → Don't assume people "get it." 💬Provide context, explain the challenge, and outline needed actions. 3) Set Crystal-Clear Expectations → Don't hope for mind reading. 🎯Define what "done" looks like, agree on deadlines, and document who owns what. 4) Give Feedback That Actually Helps → Don't wait for performance reviews. 📝Make it timely, specific, and focused on behavior, not personality. 5) Delegate to Develop (Not Just Dump) → Don't just offload your least favorite tasks. 🚀Match assignments to people's strengths and growth goals. 6) Create Accountability Without Micromanaging → Don't check in on everything constantly. 🔁Set check-in points, agree on metrics, and trust the process. Most Important Insight: Your success is no longer about what you accomplish. It's about what your team accomplishes through you. Ready-to-Use Tomorrow: 🔥"Help me understand..." (instead of "You should have...") 🔥"What would make this easier for you?" (instead of giving solutions) 🔥"I noticed... what's your take?" (instead of making assumptions) 🔖Save this if you're managing people for the first time. ♻ Repost to help a new manager beat the 60% failure rate. 👉 Follow me, Stephanie Eidelman (Meisel), for more leadership reality checks and career strategies.

Stepping into IT leadership is like walking into a room where the floor is made of Legos. Painful if you're not careful, but fun if you know how to play. Let's look at some stats that might make you wince: - 42% of new IT leaders struggle with setting a strategic vision (Gartner) - 35% fail due to poor communication (Harvard Business Review) - 30% face challenges from change resistance (Deloitte Insights) Let's break down the top 5 most common mistakes and how to dodge them. 𝟭. 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰 𝗠𝘆𝗼𝗽𝗶𝗮 You're not just a tech wizard anymore. You're a business leader. Align your tech goals with business objectives. Be the bridge between IT and the boardroom. 𝗣𝗿𝗼 𝘁𝗶𝗽: Schedule regular meetings with other department heads. Understand their challenges and how IT can help. 𝟮. 𝗧𝗵𝗲 𝗦𝗶𝗹𝗲𝗻𝘁 𝗧𝗿𝗲𝗮𝘁𝗺𝗲𝗻𝘁 In IT, no news is bad news. Your team and stakeholders need to hear from you. Create a communication plan. Use multiple channels. Speak often and clearly. 𝗥𝗲𝗺𝗲𝗺𝗯𝗲𝗿: In the absence of information, people make stuff up. Usually bad stuff. 𝟯. 𝗧𝗵𝗲 "𝗪𝗲'𝘃𝗲 𝗔𝗹𝘄𝗮𝘆𝘀 𝗗𝗼𝗻𝗲 𝗜𝘁 𝗧𝗵𝗶𝘀 𝗪𝗮𝘆" 𝗧𝗿𝗮𝗽 Change is scary, but stagnation is deadly in tech. Foster a culture of innovation. Encourage new ideas. Be the change you want to see. 𝗧𝗿𝘆 𝘁𝗵𝗶𝘀: Set up an "innovation hour" each week where team members can pitch new ideas. 𝟰. 𝗧𝗵𝗲 𝗟𝗼𝗻𝗲 𝗪𝗼𝗹𝗳 𝗦𝘆𝗻𝗱𝗿𝗼𝗺𝗲 You're a leader, not a one-person band. Build relationships. Trust your team. Delegate tasks based on strengths. 𝗤𝘂𝗶𝗰𝗸 𝗲𝘅𝗲𝗿𝗰𝗶𝘀𝗲: List your team members' strengths. Are you using them effectively? 𝟱. 𝗧𝗵𝗲 "𝗜 𝗞𝗻𝗼𝘄 𝗘𝘃𝗲𝗿𝘆𝘁𝗵𝗶𝗻𝗴" 𝗜𝗹𝗹𝘂𝘀𝗶𝗼𝗻 Tech moves fast. If you're not learning, you're falling behind. Stay curious. Attend conferences. Read widely. Learn from your team. 𝗖𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲: Set a goal to learn one new thing each week. Share it with your team. 𝙏𝙝𝙚 𝙎𝙪𝙧𝙫𝙞𝙫𝙤𝙧'𝙨 𝙂𝙪𝙞𝙙𝙚: 1️⃣Think business, not just tech 2️⃣Communicate like your job depends on it (because it does) 3️⃣Embrace change, don't run from it 4️⃣Build a team, not an empire 5️⃣Never stop learning Leadership isn't about being the smartest person in the room. It's about making everyone in the room smarter. The tech world is constantly evolving. Your leadership should too. What's your biggest leadership challenge? Drop a comment below.

Fact: 60% of first-time leaders fail within 24 months. And the surprising part: It’s not because they lack skills. It’s because they fall into psychological traps that sabotage their success before they even realize it. The Hidden Mental Barriers That Cause Leadership Failure: 1️⃣ Perfectionism → Decision Paralysis New leaders often believe that every decision must be perfect—which leads to hesitation, over-analysis, and bottlenecks. 🔹 Research shows perfectionism increases procrastination by 20% and slows down execution. (Journal of Behavioral Decision Making) > Use Cognitive Reframing. Instead of aiming for “perfect,” aim for progress. Make data-driven decisions based on 80% of available information—then adjust as needed. 2️⃣ Fear of Delegation → Micromanagement & Burnout Many first-time leaders think, “It’s faster if I do it myself.” But this mindset leads to micromanagement, overwork, and frustrated teams. 🔹 Studies show that leaders who delegate effectively increase team productivity by 33%. (Gallup) > Shift from control to coaching. Set clear expectations, check in strategically (not obsessively), and trust your team to deliver. 3️⃣ Self-Doubt → Imposter Syndrome & Hesitation Even the most capable leaders secretly think: "Do I really deserve this role?" 70% of professionals experience imposter syndrome at some point in their careers. (American Psychological Association) > Implement Mindfulness & Self-Affirmation Practices. Neuroscience research shows rewiring negative self-talk through positive reinforcement improves confidence and executive presence. If you are a new manager overwhelmed, stressed, and constantly second-guessing your choices. Adopt this “70% Rule” from Amazon, I give my clients. 📌 Jeff Bezos’ leadership philosophy: If you have 70% of the data, make the decision. Waiting for 90%+ certainty leads to slow execution and missed opportunities. By applying this mindset, you will: ✅ Delegate 50% more tasks, freeing time for strategy. ✅ Make faster, data-driven decisions with confidence. ✅ Build trust within his team—reducing turnover by 25%. The Best Leaders Master Their Mindset. They recognize when stress, fear, or perfectionism is dictating their actions and take control of their mental framework. If you’re stepping into a leadership role (or coaching new leaders), ask yourself: Which of these psychological traps have you faced and how did you overcome them? #Leadership #Mindset #ExecutiveCoaching #DecisionMaking #EmotionalIntelligence #Delegation

𝗡𝗮𝘃𝗶𝗴𝗮𝘁𝗶𝗻𝗴 𝘁𝗵𝗲 𝗡𝗲𝘄 𝗧𝗲𝗿𝗿𝗮𝗶𝗻 𝗼𝗳 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁: 𝗔 𝗚𝘂𝗶𝗱𝗲 𝗳𝗼𝗿 𝗙𝗶𝗿𝘀𝘁-𝗧𝗶𝗺𝗲 𝗟𝗲𝗮𝗱𝗲𝗿𝘀 . . . 🚀Stepping into a management role for the first time is like venturing into new terrain—it's both exhilarating and challenging! ⚠️Most new managers are fueled by a blend of ambition and a desire to effect change. Yet, amid this drive, it's essential to navigate with caution and awareness. ⚠️Common pitfalls await, and these missteps can impede a new manager's progress and dampen the spirit of their teams. From working in isolation to changing too much too soon, each pitfall carries valuable lessons. 🌟It's not just about making a mark; it's about laying a foundation of trust, stability, and respect that will stand the test of time! 💡Let's explore some of these common missteps, learn from them, and chart a course towards effective and inspiring leadership. 👇Here are some lessons learned from those who have walked this path: 𝗡𝗼𝘁 𝗦𝗽𝗲𝗻𝗱𝗶𝗻𝗴 𝗘𝗻𝗼𝘂𝗴𝗵 𝗧𝗶𝗺𝗲 𝘄𝗶𝘁𝗵 𝘁𝗵𝗲 𝗧𝗲𝗮𝗺: Your team is your greatest asset. Invest time in understanding their strengths, weaknesses, and aspirations. 𝗠𝗮𝗸𝗶𝗻𝗴 𝗖𝗵𝗮𝗻𝗴𝗲𝘀 𝗧𝗼𝗼 𝗤𝘂𝗶𝗰𝗸𝗹𝘆: Before implementing new strategies, take the time to understand existing processes. Swift changes can disrupt workflows and lower morale. 𝗕𝗲𝗶𝗻𝗴 𝗜𝗻𝗱𝗶𝗿𝗲𝗰𝘁: Clear and concise communication is non-negotiable. Be direct yet empathetic in your approach. 𝗪𝗼𝗿𝗸𝗶𝗻𝗴 𝗶𝗻 𝗮 𝗦𝗶𝗹𝗼: Collaboration is key. Don't shut yourself off. Engage with other departments and teams to get a holistic view of the organization. 𝗜𝗴𝗻𝗼𝗿𝗶𝗻𝗴 𝗣𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 𝗖𝗼𝗻𝗰𝗲𝗿𝗻𝘀: Address issues promptly. Letting them fester can lead to a culture of complacency. 𝗕𝗲𝗶𝗻𝗴 𝗮 𝗣𝗲𝗼𝗽𝗹𝗲 𝗣𝗹𝗲𝗮𝘀𝗲𝗿: You can't please everyone. Make decisions based on what's best for the team and organization, not just to be liked. 𝗕𝗲𝗶𝗻𝗴 “𝗧𝗵𝗲 𝗕𝘂𝗱𝗱𝘆”: Friendship and leadership can mix like oil and water (if taken to the extreme). Strive for respect, not just likability. 𝗠𝗶𝗰𝗿𝗼𝗺𝗮𝗻𝗮𝗴𝗶𝗻𝗴: Trust your team. Provide guidance and autonomy to foster innovation and accountability. 𝗟𝗲𝘁𝘁𝗶𝗻𝗴 𝗟𝗮𝗰𝗸 𝗼𝗳 𝗖𝗼𝗻𝗳𝗶𝗱𝗲𝗻𝗰𝗲 𝗦𝗵𝗼𝘄: Confidence inspires. Seek mentorship and build your skills to project confidence that motivates your team. 𝗦𝗵𝗮𝗿𝗶𝗻𝗴 𝘁𝗵𝗲 𝗪𝗿𝗼𝗻𝗴 𝗟𝗲𝘃𝗲𝗹 𝗼𝗳 𝗜𝗻𝗳𝗼: Balance transparency with discretion. Share what's necessary to keep your team informed and empowered but protect sensitive information. 🌟Remember, every mistake is a learning opportunity. Embrace them, and grow not just as a manager, but as a leader!

60% of new managers fail within 18 months. Why? Not because they don't have the right answers. Because they're not asking the right questions. Want to tilt the odds in your favor? Start here: 1️⃣ TIME MANAGEMENT The Question: "What can I eliminate?" Rule: Ruthlessly protect capacity. If it's not moving the needle, it goes. 2️⃣ TEAM CAPABILITY The Question: "Who can deliver without me?" Rule: Build systems, not dependencies. Your job is to make yourself unnecessary. 3️⃣ LEADERSHIP DISTRIBUTION The Question: "Who's ready to step up?" Rule: Give responsibility before authority. Let them earn their way up. 4️⃣ HIGH-ROI FOCUS The Question: "What moves the needle most?" Rule: Find your 20%. Apply 80% of your force there. 5️⃣ INCENTIVE ALIGNMENT The Question: "Do I win when they win?" Rule: Make winning obvious. Then make it inevitable. 6️⃣ CAREER PROGRESSION The Question: "What unlocks their next level?" Rule: Define success criteria early. Make the path visible. 7️⃣ FRESH PERSPECTIVE The Question: "What needs reinvention?" Rule: Your fresh eyes are your superpower. Use them before you get numb to the mess. Remember: Great management isn't about: • Having all the answers • Controlling every detail • Being the smartest person It's about: • Asking better questions • Building better systems • Developing better people I go into more detail in the carousel below. You might believe you need all the answers. But leading starts with asking the right questions. If this was helpful: ♻️ Repost to help other new managers thrive.   🔔 Follow Dave Kline for more management tips. 

It was unbelievably painful. When I became a first-time manager years ago, I made all the mistakes in the book. I thought I was on the right track. In reality, something had gone awry. By avoiding hard conversations about quality of work, I hadn’t setup my report for success. And when her presentation to senior leaders fell flat, I felt devastated. I knew it was my fault. Here’s 3 things I wish I knew as a new manager: 𝟭/ 𝗛𝗮𝘃𝗲 𝘁𝗵𝗲 𝗵𝗮𝗿𝗱 𝗰𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻𝘀 𝘀𝗼𝗼𝗻𝗲𝗿 I focused on building rapport (good manager), but delayed giving candid feedback to my report about her work output (bad manager). I was avoiding confrontation—procrastinating until the “right moment” struck (never did). Since then, I’ve learned to lean into the discomfort. If there’s a performance concern, sit down privately with your report, explain the concern openly, point to specific pieces of work, share examples of what “good” looks like, and invite them to give their feedback. 𝟮/ 𝗔𝗱𝗮𝗽𝘁 𝗺𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁 𝘀𝘁𝘆𝗹𝗲 𝘁𝗼 𝘁𝗵𝗲 𝗶𝗻𝗱𝗶𝘃𝗶𝗱𝘂𝗮𝗹 The beauty and curse of managing people is that each person is a unique combination of skills, motivations, and behavior. While I can “get out of the way” for certain skilled and motivated high-performers, the same approach would be a disaster for reports who are struggling due to weaker skills. The challenge is to listen and observe your report intently—so you understand which style to use to help them perform at the next level. 𝟯/ 𝗗𝗲𝗹𝗲𝗴𝗮𝘁𝗲 𝗺𝗼𝗿𝗲 𝗱𝗲𝗰𝗶𝘀𝗶𝗼𝗻𝘀 As a manager, my reports frequently raise concerns about other people. Early on, I would immediately jump into problem-solving mode. This got me overwhelmed. Fast. Later, I learned to first ask, “Have you talked to the person about your concern?” 80% of the time, the answer is no. Then I would make it my mission to coach my report to independently resolve their conflict. If I succeeded, they’d be empowered to handle a wider range of situations on their own. **** P.S. If you’re making a change, I coach tech professionals to make career transitions and build wealth abroad. Slide into my DMs and join my past clients at companies like Google, Meta, Square, & Stripe.

“This is my sixth manager in two years.” Sound familiar? That’s why the worst thing a new manager can do is take over the helm of the ship too quickly before they know what direction their team wants to go. Then, wonder why they’re experiencing disengagement, coaching resistance, missed quotas, team conflict and trust issues.   Making changes before understanding the current team landscape and dynamics will set you and your team up for failure.   Instead of assuming what would help, start by having a level-setting conversation so you can learn about each person’s goals, work-style, strengths, opportunities for coaching,  and how they want to be managed, motivated even held accountable. Here are several questions to open up the conversation. Remember, the questions flow both ways.   1-Let's start by sharing a little about ourselves, our background, current role.   2-How have you been managed before? 3-What worked? What didn't work? 4-How often did you meet with your manager for one-to-one coaching sessions that focused solely on your agenda? What was your experience? 5-What did you find most valuable in terms of how your manager supported you around achieving your goals? Least valuable? 6-What can I do that would make me your ideal manager?   7-How can I be your accountability partner so I’m supporting you around your goals and commitments in a way that sounds supportive and not like I’m micromanaging you? 8-Can you please share your expectations around how you want to (be managed, coached, work together, collaborate, communicate, handle problems, create mutual accountability, build a trusted relationship, etc.)? #leadership #salesmanagement #coaching

Hard skills earned your promotion Soft skills determine your team's success Leading people is hard. 60% of new leaders fail in 18 months. Excellence requires a different playbook. How to Conquer 11 New Manager Challenges: 1. Shift From Doer to Leader ↳ Share the pen ↳ Be the coach 2. Leading With Questions ↳ Listen before speaking ↳ Remain curious about new solutions 3. Setting Clear Expectations ↳ Define the what and the how ↳ Establish what excellent looks like 4. Giving Actionable Feedback ↳ Clear is kind ↳ Ask, "Did that meet your expectations?" 5. Handling Difficult Conversations ↳ Be calm and constructive ↳ Avoidance leads to bigger problems 6. Delegating Effectively ↳ Empower others to deliver ↳ Enable ownership at every level 7. Managing Former Peers ↳ Reset expectations ↳ Be compassionate 8. Building Your System ↳ Create impactful leverage ↳ Look for patterns, design for scale 9. Managing Your Time ↳ Embrace the power of "no" ↳ Protect the space to lead, coach, and plan 10. Codifying The Culture ↳ Live the values ↳ Be the first to model them 11. Managing Up ↳ Become an effective storyteller ↳ Champion your team Remember: Master these skills Multiply your impact What advice would you offer a new leader? ♻️ Share to help someone 🔔 Follow Marsden Kline for more

What do you wish you knew as a first-time marketing leader? And why does managing marketers feel like herding cats in a hurricane? (This is my new favorite metaphor btw) It’s chaotic out there: Budgets are tight, AI is shifting roles, what works in marketing keeps changing. In our latest Dear Marketers Podcast & newsletter, we break down the 4 biggest mistakes first-time (and even seasoned) marketing managers make—and how to avoid them. Here’s what @Jenny Thai, @grace Erickson, and I wish we knew day 1: 1. Chosing Random Acts of Marketing (RAM 🐏 ) over Impact Without clear priorities, teams default to chasing shiny objects and endless requests. Your job is to create focus. Spend time steering your team in the right direction, meaning towards the high-impact work. 💡 Fix: If you don’t model good behavior prioritizing the right things as a leader, your team won’t either. Have a system for how you set goals and prioritize, even if you don’t manage the whole time. 2. Not Delegating Enough New managers often hang onto the work they were great at as ICs—but that limits scale and growth. This was personally #1 problem (and still is!) 💡 Fix: Audit your time. Delegate anything that isn’t core or high-impact, whether to a contractor, direct report, or AI. 3. Under-Investing in Coaching Managing isn’t just assigning tasks. It’s mentoring, developing, and supporting your team. 💡 Fix: You don’t need to be the expert in everything. Coaching isn’t about having all the answers. It’s about asking the right questions, helping your reports build confidence, and supporting their career growth—make sure you have scheduled time for these things! 4. Neglecting Internal Marketing (Potentially bad news) Internal marketing becomes a bigger part of your job the more senior you get. If other teams don’t understand what marketing does, they won’t value or protect your team’s time. 💡 Fix: *Don’t assume people understand what marketing does or why it matters, educate them (repeatedly, clearly, and respectfully). -- 🎙️ Check out Episode 9 and my newsletter out today for more on marketing management--I think we gave non-generic advice, but you tell me! And thanks to Mark Huber for the great question, and Typeform, Framer, 42 Agency, and Caspian Studios for partnering with us on this one!

“I’d rather stick a needle through my eye than be a manager.” That (real) quote reflects how daunting management feels for many first-timers. They’re promoted for technical skill, then handed a team with no training on how to lead. The results are predictable: mistakes that undermine trust, morale, and performance. These are the 7 most common management mistakes and how to avoid them: 1️⃣ Tight-fisted control Managers micromanage instead of empowering. ⤷ Remedy: Share control. Let others own their work. 2️⃣ Expertizing Managers act like they must have all the answers. ⤷ Remedy: Rely on the team’s expertise. Facilitate, don’t dominate. 3️⃣ Failure to build a team Team dynamics get ignored, leading to disconnection. ⤷ Remedy: Hold team meetings that drive collaboration and cohesion. 4️⃣ Unclear boundaries The shift from peer to manager is left undefined. ⤷ Remedy: Redefine the relationship to be supportive, but with clarity on authority. 5️⃣ Lack of vision Managers fail to provide direction. ⤷ Remedy: Co-create a shared vision that aligns efforts and builds purpose. 6️⃣ Resistance to feedback Defensiveness blocks growth. ⤷ Remedy: Ask for feedback and act on it. 7️⃣ Blind adherence to rules Policies get enforced without flexibility or empathy. ⤷ Remedy: Use judgment. Fairness doesn’t require rigidity. For all the specifics on these issues and remedies, check out "Helping New Managers Avoid the Seven Most Common Management Mistakes." A resource contributed by Dr. Lois Frankel. It is freely available to anyone on our platform. 💬 What’s helped your organization equip managers for the transition from IC to leader? ~~~ Click Carlos Larracilla and follow me [+🔔] for daily resources from Wowledge. ⤷ We’re ending the cycle of reinventing the wheel in HR by providing a shortcut to amplifying HR impact with: ✔ A scalable system of best practices. ✔ Expert-built guides and execution-ready tools. ✔ A customizable Strategic HR Roadmap.