Understanding what new managers typically get wrong is vital to avoiding common mistakes and helping new managers grow into managerial roles effectively.

Let’s consider this first mistake: avoiding tough conversations. Many new managers shy away from offering feedback for fear of being disliked. Establishing trust and rapport takes time; it will not happen overnight. This said, part of the process of giving good feedback is by learning how to give it: Be clear, timely, and respectful. Feedback should be about growth (understanding personal and professional goals of team members is a great starting point).

Another common mistake is thinking that management is about control when it is not. Above, you learned the essentiality of having candid conversations. Those feedback-driven conversations will be better received when a foundation of trust is established. Part of ensuring the relationship is functional is by not needing to prove a new manager is in charge. New managers may fall into the trap of trying to control all tasks and decisions. When you understand that good management is more about influence, support/coaching, and removing obstacles so that team members can thrive, the focus becomes less about the self and more about the whole.

And a third common mistake is focusing solely on the task (failing at EQ). When we focus only on execution and deadlines, we miss how people feel. And how people feel can greatly influence the quality of work. The culture of your workgroup will flow from you as the manager, and thus you must create a psychologically safe environment, while also leading intentionally (modeling empathy, for example).