‘I want to be a Manager’ is often heard in growing organisations.
Promotion to that first level is key to people who want to get on, as it’s seen as a springboard to a brighter, more progressive future. ‘Finally, I am starting to get somewhere now’.
But the reality, on day one, is that the new role is usually far removed from expectations, potentially giving a sense of overwhelm and dauntedness. There will feel like a huge gap between current capabilities and those they now need.
New Managers can quickly see that the skills required to organise and lead the team are starkly different from those required to carry out the tasks within their previous role. It’s more demanding than anticipated and they can soon start to question their value and ability to succeed.
Having trained and coached over 1000 Managers I can share with you what’s on their mind, they:
- Want to be liked, so that their team will easily do what they ask.
- Think they will have more time, but the opposite is the case.
- Dread meetings that they’ve never had to attend before.
- Are afraid of saying or doing the wrong thing.
- Worry about one-to-one conversations with their boss.
- Spend a lot of time at home contemplating what they are doing.
- Will try new tactics nearly every day.
But, in addition they are usually reflecting on:
- How do I get better at this?
- Who is a good role model that I can copy?
- Who is the person I can confide in the most?
- Who can I trust the most?
- Who do I trust the least?
- How can I get through this without failing?
So, not only are they preparing for the set-up of their day - laptop, bottle of water, pen, notebook etc., they have the added pressure of preparing how to be in each situation that arises.
Everyone knows that these people were promoted for their future potential, to grow with the organisation. But fail to support them in these early stages and that progression will be more challenging, and worst-case scenario it will be traumatic for them.
However, as their promotion was a planned stretch, they are usually determined to make it work. Failure is not an option for them as they wouldn't want to swallow their pride and go back down the structure, so capturing their raw determination to nurture their confidence is critical.
And the way to do that is to face the situations with them so that they appreciate it is all part of the learning within their leadership journey.
But, what you may be faced with is that they don’t always want to share how they are feeling with you. This isn’t personal, it's about safety and protection… usually for at least one of the following reasons:
- Any struggle may be misinterpreted as not being able to cope.
- They may be accused of having imposter syndrome.
- It may be seen as they are not trying hard enough.
- Don’t want to be accused of not focusing on the right things.
- And their biggest concern - that they may be seen as not being good enough.
Almost 60% of new managers say they never received the right training or support when they transitioned into the role.
So they may reach out to other people for help, or they may suffer in silence. Either way, encouraging them to talk and develop the habit of seeing this as an important part of your culture will help.
Organisations can provide internal mentors, but an external coach remains confidential, and their ability to be impartial and independent helps the new manager to:
- Put things in context.
- Stay focused on what's important.
- Motivate them to keep moving forward.
- Prepare for important conversations.
- Teach them how to share safely.
- Help them recognise their value.
- Know how best to make progress.
And ultimately find their own level of happiness and success as a Manager.
Over 80% of managers being coached increased their self-confidence (Institute of Coaching) and over 70% of coachees reported improved work performance relationships and communication.
So, making any employee's work life more efficient and open to discussion creates a whole new level of trust and collaboration. For a new Manager to experience that as their first management experience, positively shapes how they will lead forever.
