Moving into a management position for the first time is a significant and exciting, but often scary transition. It comes with a unique set of challenges and responsibilities, and success in this role often hinges on the support systems in place. Over the past twenty-plus years consulting on leadership I have witnessed firsthand how the lack of essential support systems can torpedo a new manager’s career. Conversely, I’ve seen the positive difference that robust support systems can make for new managers’ success. This week I want to explore some of the essential support systems new managers need to thrive.
Very rarely (if ever) do new managers come to the position with all (or any!) of the skills they need to be successful. That’s why ongoing training and development is so important. Targeted programs can equip them with the necessary skills and knowledge to excel in their new role. Investing in continuous learning is crucial for a manager’s growth.
So is a mentor. Consistent training is most effective when backed up by a strong advisor. Having an experienced mentor can be a game-changer for new managers. A mentor provides guidance, shares insights, and offers advice based on their own experiences. They can help new managers navigate the complexities of leadership and provide a sounding board for ideas and concerns.
Peer support is also invaluable. Connecting with other managers facing similar challenges provides a sense of camaraderie and a platform to exchange ideas and best practices. Peer support can help new managers feel less isolated and more confident in their roles.
New managers succeed best when they have been given clear expectations and goals. This gives them necessary clarity regarding their roles and responsibilities. Set clear expectations and define success metrics for them. Knowing what is expected and how success is measured enables them to align their efforts effectively.
That gives them something to measure themselves against as they grow into their position. Just as individual team members function best with regular evaluation and feedback, constructive feedback and regular evaluations are crucial for a manager’s development. New managers should receive insights on their performance and have opportunities for improvement. Constructive criticism, when delivered with care, helps them grow and excel in their roles.
When you invest in support systems, you create an environment where new managers can excel, lead effectively, and contribute to the overall success of the business. Supporting new managers is an investment in the future leadership and success of the organization.
Read Lauren’s Whitepaper on The Nine Essentials of Significant Leadership.
