Essential Tips for New Corporate Managers

Characteristics of a Great Leader

Management is not easy. Even with hundreds of resources at your disposal, stepping into a leadership role for the first time can feel like jumping out of a plane, even if you have a parachute strapped to your back.

You are suddenly responsible for the well-being, productivity, and success of a team, and they will look to you for guidance whenever problems arise—a daunting shift if you are accustomed to seeking answers from someone else.

It takes time to adjust to a new role, especially if it is your first time in a management position, and it is easy to feel overwhelmed. Just remember that you are not alone, and everyone starts somewhere.

Characteristics of an Effective Manager

We have outlined the four key characteristics of a great manager (and those to avoid), asked experienced executives for their best advice for new managers, and listed several personal development options to help you hit the ground running and thrive in your new role.

Partnerships

Creating a collaborative environment where everyone feels heard, respected, and valued is a key step for new managers. A team that works together creates a corporate culture more welcoming and supportive. As a manager, you can drive this evolution by demonstrating passion and positivity in your work and by embodying the company culture.

your transition into your new role as a manager will be to delegate tasks, encourage communication and feedback through regular one-on-one meetings, and prioritize mutual trust within the team.

Focused on Growth

As a manager, strive to help your employees grow—both individually and collectively. Get to know your team members on a personal level so you can help them leverage their interests and talents. Determine what is working and what is not, and work to identify and remove obstacles so that your employees can perform at their very best.

We suggest that managers “set a development goal that is not company-related. Create an objective focused on the growth of one or more team members that is not tied to a business outcome. This could involve building presentation confidence by sharing work with a larger group or learning a new language.”

An excellent communicator

Communication is a driving force behind almost everything we do as human beings, and being a clear communicator is vital as a manager. You must set clear expectations for your employees, be transparent on important matters, and establish guidelines for providing and receiving feedback.

To inspire original thinking, managers must foster an inclusive culture where everyone feels empowered to express their concerns, opinions, and ideas. Lead by example to encourage authenticity and vulnerability. Do not be afraid to ask for help. Turn to your team when you are at a loss. Initiate the conversation and remain open to the insights it may bring.

Focused on Impact

Every worker wants to feel valued. If they do not believe that their work makes a difference in some way, they will lack motivation.

New managers should “take the time to identify each team member’s strengths and the areas where they may need additional support. Use assignments as a learning process for both yourself and your team. Then, provide support where it is needed and offer an extra boost whenever possible.”

We also recommend adopting an iterative approach and continuing to learn alongside your team as you grow within your role. Employees will see your commitment to continuous improvement, which will inspire and motivate them to excel in their own positions.

Behaviors to Avoid

It is all too easy for new managers to adopt bad habits during the demanding first days of their new role. Without the right guidance, we often see new managers fall into common behavioral pitfalls.

We have identified six management behaviors to avoid:

• Only provide feedback during performance reviews or when issues arise.
• Micromanaging instead of trusting your team.
• Do not ask or respond to questions, comments, or concerns.
• Being closed off to criticism or new ideas
• Avoiding difficult but necessary conversations
• Setting expectations too high or too low, or failing to provide clear objectives.
• Management development opportunities
• You should never feel lost or unsupported when stepping into a new role, especially as an executive.