1- Assuming They Have All the Answers
I made this mistake when I took on my first leadership role, and it’s a common pitfall for newly promoted managers. The reality was that I didn’t, but I felt the urge to prove that I had. Your team has valuable insights and feedback to share, and you must create a team culture where individuals feel very comfortable sharing their ideas. By collaborating and encouraging open dialogue, you can make better decisions that benefit the whole business.
Instead of pretending to know everything, focus on asking the right questions. This will help you build trust, connection and understanding with your direct reports and show that you value their expertise. A great manager accepts that leadership isn’t about individual brilliance—it’s about bringing out the best in the team.
2- Failing to Build Trust with Their Team
Developing a high-trust environment is the foundation of any successful team. If your team doesn’t trust you, productivity and morale will suffer. Many new managers assume their title alone earns them respect—big mistake. Trust is something you have to work for.
Start by being consistent in your actions and following through on your commitments. If you say you’ll do something, do it. Also, be transparent in your decision-making. If your team members understand why confident choices are made, they’re more likely to support them.
3- Poor Communication and Lack of Clarity
An effective manager can excel in communication. Your skills in delivering effective and transparent messages is one of the most significant factors affecting your team’s performance. Misunderstandings happen when your messages are unclear, and tasks are not done correctly.
Make sure you set clear expectations with your team members. If people don’t know what’s expected of them, they’ll struggle to meet their targets. Keep your communication simple, direct, and actionable. It’s better to over-communicate than to assume everyone is on the same page.
4- Struggling to Delegate Tasks Effectively
Many nelwy promoted managers fall into the hidden trap of trying to do everything themselves, they don’t delegate effectively or see the benefits of doing so. It’s understandable—you were likely promoted because of your strong work ethic and competency as an individual producer. Now, however, your role is to empower your team members, which means learning the art of delegating tasks effectively if you are to ensure your team will grow and succeed.
Delegation isn’t just about dumping work on others; it’s about developing your team members. You’ll need to assign tasks that match their skills and give them the autonomy to complete them. Doing this builds their confidence and encourages problem-solving, allowing you to focus on bigger-picture projects, adding more value to the organisation.
5- Avoiding Workplace Conflict Instead of Managing It
Very few people like dealing with workplace conflict, but it’s inevitable at some point and avoiding it only worsens things. Unresolved issues can lead to resentment, poor team dynamics, and lower productivity. As a manager, you need to tackle conflicts head-on.
Encourage open discussions and listen to all sides before making a decision. Your role is to mediate and find solutions that benefit individuals and businesses. When you manage conflict well, you reinforce your credibility as an effective leader.
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6- Micromanaging Instead of Leading
Many new managers struggle to let go of control and feel the need to oversee every detail. They may have succeeded in a previous role, are very experienced, and know the shortcuts. However, when you hover over employees and look at their every move and task, this not only slows down productivity but also demotivates your team members.
An effective alternative approach is to focus on setting clear expectations and providing support where needed. You need to motivate your team to make their own decisions and take ownership of their work to build their confidence and improve overall individual and collective performance.
7- Failing to Provide Regular Feedback
Employees thrive on feedback, yet many first-time managers forget to provide it. Employees need consistent guidance to perform well, and when feedback is neglected, team members may struggle to understand their strengths and focus on the areas for improvement.
You need to make it a habit to schedule one-on-one meetings to discuss performance and offer constructive feedback. Recognising achievements and addressing concerns promptly will help harness employee growth and engagement.
8- Neglecting Team Development
A great manager is aware of the importance of meeting deadlines, but this doesn’t consume their whole way of working. They also invest in developing their team. Many new managers fail to recognise the importance of creating a work culture that is characterised by continuous learning and professional growth. This often leads to lower productivity levels and poor morale.
You’ll need to be alert to training opportunities and encourage them. Mentorship programmes, cross-functional projects, and enrolling on structured training development programmes offer significant benefits to them. Supporting your team members in enhancing their professional skills will not just benefit them, it will power the performance of the whole company in the long run.
9- Not Setting a Clear Vision
This is a fundamental leadership skill. Your team needs to know very clearly where their heading and what direction they need to take. They’ll struggle to stay aligned with company goals if this is not clearly communicated to them. Many new managers fail to provide a clear vision and strategy.
Communicate the company and team objectives and ensure that each individual clearly understands how their role is aligned with these and how it contributes to the bigger picture. This will enhance not only motivation but also efficiency.
10- Not Managing Their Own Time Effectively
With increased responsibilities, it’s easy for new managers to get overwhelmed and lose control of their schedules. The inability to manage one’s time effectively can lead to stress, missed deadlines, and poor mental health.
Prioritise tasks, delegate effectively and set realistic goals. Learning to manage your own time well will set a strong example for your team.
Why New Leaders Are Unprepared
I know firsthand how transitioning into a management role for the first time can be exciting and worrying for many. New managers can find themselves overwhelmed by their new responsibilities, struggling to manage and develop effective time management strategies and systems that can adversely affect team dynamics. Without investing in structured training, you may feel lost and unsure of how to establish clear expectations and set the foundation for your team’s performance.
One of the key reasons many first-time managers feel unprepared is the shift from being an individual contributor to leading a team. The big picture changes require a different skill set, including communication, delegating tasks, and conflict resolution. Investing in Manager Training for New Managers can help make this transition can feel less daunting.
Why a High Number of New Managers Fail
A large percentage of new managers struggle within their first year, and a high number eventually fail. Why? Because they step into their new role without formal preparation or training. Many assume they already have all the answers, but leadership requires more than technical expertise. I made the mistake that the skills I developed as an individual contributor were all needed to excel as a manager. I soon had a sharp awakening.
Failing to build trust with your team members and lacking self-awareness can create a disconnect between you and your employees. Poor communication, uncertainty in decision-making, and an inability to handle workplace conflict contribute to the failure rate among first-time managers.
Recognising Your Mistakes as a Manager is the First Step
Every great manager starts by acknowledging that mistakes are inevitable. They don’t dwell on them and see this as an essential feedback loop that will help them before well in the medium to long term. However, the key to success lies in recognising areas for personal improvement and then taking the necessary steps to develop your leadership skills.
You are not alone if you’re struggling with delegating tasks, handling workplace conflict, or setting clear expectations. Many newly promoted managers experience these feelings. Seeking mentorship, continuous learning, enrolling on a training development programme and gaining feedback from other managers can significantly improve your leadership and management skills.
What Percentage of New Managers Receive Structured Management Training?
Surprisingly, many new managers receive little to no formal training before stepping into leadership positions. Without structured education on how to lead, many managers rely on trial and error, often at the expense of their team’s performance and their mental well-being.
Investing in coaching for performance and leadership development is critical. Better leaders are created through structured learning, experience, and self-improvement. Companies prioritising management training see increased productivity, better decisions, and improved workplace spirits.
Coaching for Performance
Coaching for performance focuses on helping your team members develop their strengths, improve their skills, and enhance their contribution to the company. You’ll need to become competent and effective in coaching your team members, not instructing them. This helps create a positive, empowering work culture where your direct reports will feel respected. Supported and valued.
Looking to Be a Better Manager? Invest in LMI’s Effective Leadership Development Programme
To become a great manager, you must invest in professional development. At Transformational Leadership Consulting, I work with LMI’s Effective Leadership Development Programme provides you with the tools to lead, inspire, and build a high-performing team. Why LMI? Over 60 years of experience across 90 countries and over 2 million successful participants means we really know how to develop people. Structured training in leadership helps managers succeed in their careers, improve their communication, and nurture a good understanding of what it takes to lead and manage teams effectively. Investing in training is an essential step in your success as a new or existing leader.
Frequently Asked Questions
We’ve answered some of the most frequently asked questions about manager mistakes below:
Many new managers struggle with communication, lack of self-awareness, and poor team leadership skills; however, consciously understanding these mistakes and learning from them will help them grow into better leaders.
Avoid micromanaging, assuming you have all the answers, and failing to support your team members. Leadership is about enabling others to succeed.
Many first-time managers struggle with balancing their new responsibilities, and if they don’t effectively delegate, they face overwhelm and mental burnout. It’s critical to adjust your mindset, which means defocusing from individual contributor activities to that of a leader.
Transitioning from focusing solely on personal success to driving the team’s performance can be challenging. Some of the skills and behaviours that contribute to your success as an individual contributor might actually play against you when you are a leader, such as a single and ruthless focus on what you want. Learning to lead effectively takes time and effort.
Open communication, regular one-on-one meetings, and understanding the root cause of issues are key to managing difficult team members. Avoiding judgment, assuming positive intent and being curious are very helpful mindsets.
Many managers find it challenging to balance long-term strategic goals and tasks with daily tactical tasks. Effective leaders learn to focus on the big picture and are great planners.
A high number of new managers fail within their first year due to a lack of training, poor communication, and inability to delegate tasks effectively.
