New Manager? Here’s How to Actually Lead.
Leila was great at her job. She hit every target, built strong client relationships, and was the go-to for solving problems fast. So when her boss said, “We want to promote you to manage the team,” it felt like the natural next step.
But two weeks in, she realized something:
“I knew how to do the work, but I didn’t know how to lead the people doing it.”
The Shift No One Talks About: From Doer to Leader
New managers often enter leadership roles with minimal training and maximum expectations. It’s assumed that success in your role translates into the ability to lead, but they are two different skill sets.
You’re no longer just responsible for your performance. You’re now responsible for the clarity, confidence, and cohesion of your team.
📊 According to DDI’s Global Leadership Forecast:
Only 28% of companies provide effective leadership training for first-time managers.
Yet, frontline managers have a significant influence on up to 80% of employee engagement outcomes.
What It Really Means to Manage
Whether you’re managing 1 person or 10, you're responsible for setting the tone, building trust, and aligning performance with purpose.
1. Your Role Is Clarity, Not Control
People don’t need you to be perfect, but they need you to be clear.
Set expectations early:
What are their top 3 priorities this quarter?
How does success look and feel on this team?
What’s your communication style, and how do you want to receive updates?
Maven Tip: Write a 1-line success statement for each team member. Discuss and align with each direct report. Challenge them to follow up with when and how, for future alignment between you and them.
2. Feedback Is Not a Weapon — It’s a Mirror and a Map
You’re not there to catch mistakes; you’re there to develop people.
What effective feedback looks like:
Specific: “That deck was missing key data from our last sprint.”
Timely: Within 24–48 hours when possible.
Behavior-focused: “Instead of ‘you’re rude.' Try this: When you interrupt, it derails the flow.”
Future-forward: “Let’s talk about how to handle this next time.”
Mindset Shift: Feedback is not criticism — it’s a course correction toward shared success.
3. Coach in 1:1s, Don’t Just Check Status
Too often, 1:1s become mini project reviews. That’s a waste of potential.
Use the 3C Framework in every 1:1:
Catch Up – How are they doing as a person?
Clarity – What’s on their plate? Where are they stuck?
Coaching – What skill(s) can they grow? Then use that opportunity to reflect on specific instances and provide details.
Use prompts like:
“What’s something you want more exposure to?”
“What’s one thing I can do to support you?”
4. Balance People and Performance
Yes, you’re still accountable for deliverables—but you're also responsible for morale.
Think of leadership as a balance between:
Business drivers: KPIs, timelines, profitability
People needs: Trust, clarity, psychological safety
Modern Management Mindset: People-first doesn't mean performance-last. Done right, one fuels the other.
5. Normalize Growth — For You, Too
You won’t get it all right at first. And that’s okay. Be open and honest about your approach. This is where you, as an individual, connect with your employee on a personal level.
Communicate with honesty:
“I’m still sharpening my leadership skills. If something doesn’t land well, let me know so I can grow too.”
Create space for mutual feedback. You’ll model the kind of learning culture you want your team to embrace.
Quick Wins for New Managers
Try these this week:
Set shared goals using “What does great look like this quarter?”
Ask each team member how they like to receive feedback
Block 15 mins after each 1:1 to jot down notes and action steps
Reflect on your leadership values—what kind of leader do you want to be?
From First-Time Manager to Trusted Leader
You don’t need to know everything. But you do need to be intentional.
Leadership isn’t built on authority—it’s built on:
Consistency
Communication
Curiosity
Courage
This blog marks the beginning of a comprehensive series designed to help you grow into your role — without guesswork or burnout.
Coming Up in the Series, which you can find on Substack
How to Give Feedback Without Flinching
Managing Former Peers (Without Being Weird)
Leading in a Matrix: Managing Without Formal Authority
What to Do When You Inherit a Mess
Delegation Without Guilt
The New Manager’s First 90 Days (Checklist Inside)
Remember
Leadership isn’t about having all the answers.
It’s about being the person your team can trust to figure them out together.
