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What communication mistakes do new managers make and how can you avoid them?

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Communication is a vital skill for any manager, but especially for new ones who are transitioning from being individual contributors to leading teams. However, communication is not always easy or natural, and new managers can make some common mistakes that can undermine their credibility, effectiveness, and relationships. In this article, we will explore what these mistakes are and how you can avoid them by applying some simple principles and practices of interpersonal communication.

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Edmundo J. Dávila

General Manager at DICEGSA | Enthusiast Leader | Passionate about Technology, Transformation & Challenging
Theloshni Govender

Expert in Food and Nutrition (Cum Laude) | R&D | Advocate for Consumer Wellness
Imran K

Product Management | Agri-Business Professional | Sales & Marketing | Ex. Bayer

1 Not listening actively

One of the most common communication mistakes that new managers make is not actively listening to their team members, peers, or superiors. Active listening involves paying attention, showing interest, asking questions, summarizing, and giving feedback. Additionally, it means avoiding distractions, interruptions, assumptions, and judgments. When you listen actively, you show respect, empathy, and curiosity while gaining valuable insights, information, and trust. To improve your listening skills, it is important to set aside time and space for uninterrupted conversations. Additionally, use non-verbal cues such as eye contact, nodding, and smiling to signal your attention. Ask open-ended questions that invite elaboration and clarification. Paraphrase what you hear and check for understanding. Lastly, express appreciation and acknowledgement for the speaker's input.

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Edmundo J. Dávila

General Manager at DICEGSA | Enthusiast Leader | Passionate about Technology, Transformation & Challenging
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In my experience, new managers often struggle with communication by not listening enough (actively) and focusing too much on asserting authority. This can lead to misunderstandings and a lack of trust. To avoid this, it's essential to prioritize active listening, showing genuine interest in team members' ideas and concerns. Also, clear and consistent communication is key; it helps in setting realistic expectations and building trust. Remember, effective communication isn't just about conveying information, but also about building relationships and understanding the unique needs of your team. It's a skill that develops with patience, empathy, and practice.

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Imran K

Product Management | Agri-Business Professional | Sales & Marketing | Ex. Bayer
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Not listening actively: New managers often make the mistake of not actively listening to their team members, peers, or superiors. Active listening involves paying attention, showing interest, asking questions, summarizing, and giving feedback. To avoid this issue, try to adjust your communication style to suit the situation and the person. This can be done by observing and identifying the communication style of the other person; adjusting your tone, pace, volume, and language; respecting their preferences and boundaries; and seeking feedback and clarification if needed.

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Cristiano Oliveira

?? Presidente do @pmiceara | ??? Palestrante | ?? Autor de ‘Persuas?o com Storytelling’. |?? Acelero resultados com #IA na #Gest?o, #PMOs, #Projetos e #Processos. ???? Clique
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N?o ouvir ativamente é realmente um erro crítico. A escuta ativa n?o é apenas ouvir, mas engajar-se plenamente com o interlocutor. Por exemplo, um gerente pode melhorar a dinamica de equipe simplesmente ao pedir opini?es e, depois, repetir o entendido, mostrando que valoriza as ideias compartilhadas. Isso constrói confian?a e respeito mútuo. Gestos simples como manter contato visual e acenar com a cabe?a demonstram aten??o e interesse. Fazer perguntas e parafrasear n?o só clarifica a comunica??o mas também incentiva uma conversa mais profunda e significativa. Praticar essas técnicas ativamente pode transformar inteiramente as intera??es diárias.

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Danielle W.

Diligent data nerd delivering creative solutions.
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Communication mistakes often happen around tough topics. It’s easy to enter a difficult conversation with a specific agenda or talk track, but this can prevent you from having meaningful, constructive discussions. While it is necessary to clearly state your interpretation of a matter, it’s even more crucial to allow the other party the space to freely communicate their perspective as well; it may reframe the entire conversation! Begin by stating facts and how you’ve arrived at your viewpoint, then ask for their perspective on the matter. Acknowledge their stance by paraphrasing what they’ve said and confirming that you understand correctly. Use tentative language to prevent a defensive response, and invite opposing views.

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2 Not adapting to different styles

New managers often make the mistake of not adapting to different communication styles of their team members, peers, or superiors. Communication styles are the preferences and patterns used to express oneself and interact with others, varying with factors such as personality, culture, context, and mood. Examples include assertive, aggressive, passive, passive-aggressive, analytical, intuitive, direct, indirect, and more. When communicating with someone who has a different style than yours, it is likely to result in misunderstandings, conflicts, or frustrations. To avoid this issue, try to adjust your communication style to suit the situation and the person. This can be done by observing and identifying the communication style of the other person; adjusting your tone, pace, volume, and language; respecting their preferences and boundaries; and seeking feedback and clarification if needed.

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Cristiano Oliveira

?? Presidente do @pmiceara | ??? Palestrante | ?? Autor de ‘Persuas?o com Storytelling’. |?? Acelero resultados com #IA na #Gest?o, #PMOs, #Projetos e #Processos. ???? Clique
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Adaptar-se a diferentes estilos de comunica??o é essencial para novos gerentes. Cada pessoa tem um jeito único de expressar-se, influenciado por fatores como cultura e personalidade. Por exemplo, um membro da equipe pode preferir instru??es diretas, enquanto outro pode valorizar uma abordagem mais reflexiva. Observar e ajustar seu estilo, seja em tom, ritmo ou linguagem, pode prevenir mal-entendidos e construir um ambiente de trabalho mais harmonioso. Respeitar as preferências individuais e buscar feedback constante também s?o práticas fundamentais para uma comunica??o eficaz e rela??es sólidas.

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3 Not giving clear and constructive feedback

New managers often make the mistake of not providing clear and constructive feedback to their team members, peers, or superiors. Feedback is a necessity for learning, improvement, motivation, and accountability, but it can be ineffective or harmful if not delivered properly. To ensure that your feedback is clear and constructive, be specific and objective about what you observed and what you expect. Additionally, use the sandwich method, focusing on the behavior instead of the person, provide examples and suggestions for improvement, and use a respectful and supportive tone. Doing so will help ensure that your feedback is effective and beneficial.

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Cristiano Oliveira

?? Presidente do @pmiceara | ??? Palestrante | ?? Autor de ‘Persuas?o com Storytelling’. |?? Acelero resultados com #IA na #Gest?o, #PMOs, #Projetos e #Processos. ???? Clique
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Dar feedback claro e construtivo é vital para o crescimento e a motiva??o da equipe. é importante ser específico sobre o que foi observado e o que se espera, destacando tanto os pontos positivos quanto as áreas a melhorar. O método sanduíche, por exemplo, come?a com um comentário positivo, segue com a crítica construtiva e termina com um encorajamento. Focar no comportamento, n?o na pessoa, e fornecer exemplos práticos torna o feedback mais objetivo e menos pessoal. Além disso, um tom respeitoso e solidário garante que a mensagem seja recebida de forma aberta e positiva, incentivando a melhoria contínua.

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4 Not communicating enough or too much

New managers often struggle to find the right balance when it comes to communicating with their team members, peers, or superiors. Too little communication can lead to confusion, uncertainty, or isolation, while too much can create overload, interference, or annoyance. To ensure effective communication, it’s important to consider the purpose and goal of your communication, the audience and their needs and expectations, the channel and medium of your communication, the frequency and timing of your communication, and the feedback and response of your communication.

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Cristiano Oliveira

?? Presidente do @pmiceara | ??? Palestrante | ?? Autor de ‘Persuas?o com Storytelling’. |?? Acelero resultados com #IA na #Gest?o, #PMOs, #Projetos e #Processos. ???? Clique
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Encontrar o equilíbrio certo na comunica??o é crucial para os novos gerentes. Pouca comunica??o pode gerar incertezas, enquanto excesso pode sobrecarregar. Para comunicar efetivamente, considere o propósito e o objetivo de cada intera??o. Adapte sua abordagem ao público e suas necessidades. Escolha o canal mais apropriado e atente-se à frequência e ao timing. Por fim, esteja aberto ao feedback para ajustar sua comunica??o conforme necessário, garantindo clareza e eficiência sem sobrecarga ou isolamento.

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5 Not handling difficult conversations

New managers often make the mistake of not handling difficult conversations with their team members, peers, or superiors. These conversations can be challenging and uncomfortable, and can trigger negative reactions such as anger or fear. However, avoiding or mishandling them can worsen the situation and damage relationships. To handle difficult conversations effectively, it's important to prepare yourself mentally and emotionally, choose a suitable time and place for the conversation, start with a positive opening statement, state the facts and impact of the issue, listen to the other person's perspective and feelings, acknowledge and validate their emotions and concerns, collaborate on finding a solution and agreeing on action steps, and follow up to monitor progress and outcomes.

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Cristiano Oliveira

?? Presidente do @pmiceara | ??? Palestrante | ?? Autor de ‘Persuas?o com Storytelling’. |?? Acelero resultados com #IA na #Gest?o, #PMOs, #Projetos e #Processos. ???? Clique
(已编辑)
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Enfrentar conversas difíceis é essencial para gerentes. Evitar esses momentos pode agravar problemas e deteriorar rela??es. A prepara??o mental e emocional é chave, assim como escolher um momento e local apropriados. Comece com uma declara??o positiva, exponha fatos e impactos claramente, e ou?a atentamente a outra parte. Validar emo??es e preocupa??es fortalece o respeito mútuo. Trabalhe em conjunto para solucionar o problema e defina a??es concretas. Por fim, acompanhe o progresso para garantir solu??es efetivas e manter rela??es saudáveis.

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6 Not asking for help or feedback

As a new manager, one communication mistake to avoid is not asking for help or feedback from your team members, peers, or superiors. It is important to remember that asking for help or feedback is not a sign of weakness, but rather a sign of humility and growth. When you ask for help or feedback, you demonstrate that you are open to learning and improving, as well as respecting the opinions and expertise of others. To ask for help or feedback effectively, make sure to be clear and specific about what you need, choose the right person to ask, explain the context and purpose of your request, express gratitude for their help or feedback, and act on their suggestions.

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Camila Siolli

Comunica??o | Gest?o de Projetos Estratégicos | Top Voice Comunica??o Empresarial | ??Gest?o estratégica de projetos e comunica??o para aumentar o engajamento e a produtividade de agências e empreendedores!
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Novos gestores frequentemente cometem erros de comunica??o, como falta de clareza nas expectativas. Evite isso estabelecendo diretrizes claras, dando exemplos específicos e solicitando feedback para garantir compreens?o. Além disso, novos gestores podem falhar ao n?o ouvir ativamente. Evite isso praticando a escuta ativa, demonstrando empatia e incentivando a participa??o dos membros da equipe. Por exemplo, ao promover um ambiente de comunica??o aberta e receptiva, os gestores evitam equívocos e constrangimentos, melhorando a eficácia da equipe.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Theloshni Govender

Expert in Food and Nutrition (Cum Laude) | R&D | Advocate for Consumer Wellness
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Most times, people who are appointed as managers do not have the foresight of managing people. This is the cause for disaster in the workplace. Therefore management training must be inclusive when people are appointed as managers.

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Hitesh Dua

CX Leader | Speaker | Ex-Uber, INDmoney
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Building a rapport within the team where members can bring their genuine selves to the workplace. To allow them to make mistakes and take calculated risks and to back them up with stakeholders for the great good of the end customer.

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What communication mistakes do new managers make and how can you avoid them?

1

2

3

4

5

6

7

1 Not listening actively

2 Not adapting to different styles

3 Not giving clear and constructive feedback

4 Not communicating enough or too much

5 Not handling difficult conversations

6 Not asking for help or feedback

7 Here’s what else to consider

Interpersonal Communication

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What communication mistakes do new managers make and how can you avoid them?

1

2

3

4

5

6

7

1 Not listening actively

2 Not adapting to different styles

3 Not giving clear and constructive feedback

4 Not communicating enough or too much

5 Not handling difficult conversations

6 Not asking for help or feedback

7 Here’s what else to consider

Interpersonal Communication

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