Five mistakes new managers make (and how to avoid them)

Your new promotion was just the beginning. Now, it’s time to master the transition from individual contributor to leader. Here’s how.

Your promotion was a big moment. You worked hard, delivered results, and now you’re officially a manager.

But leading a team requires a completely different skill set than excelling as an individual contributor.

To make matters worse, most companies don’t offer much leadership training. New managers are often handed a team and left to figure it out on their own through trial and error.

And the stakes are high: A survey by GoodHire found that 82% of American workers would consider quitting because of a bad manager.

That’s a lot of pressure. But the good news? You don’t have to learn the hard way.

Here are five of the most common mistakes new managers make—and how to avoid them.

Mistake #1: They keep doing their old job?

Many first-time managers struggle to let go of the tasks that made them successful. After all, your individual skills got you promoted in the first place. But now? Your role has changed.

Instead of being the best doer, focus on leading, coaching, and setting the team up for success. If you keep handling everything yourself, you’ll burn out. Worse, your team won’t grow.

What to do instead:

• Delegate with trust. Assign tasks with clear expectations, then let your team take ownership. Step in only when truly necessary.
• Shift your mindset. Your value now comes from enabling your team, not doing everything yourself.
• Ask, ‘Who else can do this?’ Before tackling a task, consider if someone else on your team should take it instead.

? Leadership is about multiplying impact—not being the busiest person in the room.

Mistake #2: They give too much information

You probably have a lot of expertise in your area—that’s a big reason why you got the promotion in the first place! And it’s natural to want to share it, especially when you’re eager to prove yourself in a new role.

But new managers often overwhelm their teams with unnecessary details and over-explain to higher-ups.

They think more information equals more value, when in reality, effective communication is about clarity, not volume. Your boss doesn’t need a full breakdown of every decision, and your team doesn’t need an information dump.

What to do instead:

• Summarize. Use an elevator pitch approach—can you explain the key point in a few sentences?
• Consider your audience. Give executives what they need to make a decision, and give your team just enough to act confidently.
• Lead with the takeaway. Before getting into details, answer: Why does this matter?

? Great leaders simplify complexity—they don’t drown people in it.

Mistake #3: They make decisions based on being liked

Every leader wants their team to respect them.?

But new managers sometimes blur the line between being respected and being liked. They avoid hard conversations, hesitate to make tough calls, or try to be everyone’s friend.

The result? A lack of clarity, accountability issues, and a team that’s confused about expectations.

What to do instead:

• Focus on fairness, not popularity. Tough calls are part of leadership, and you will never please everyone.
• Communicate clearly. People want direction more than they want a buddy in charge.
• Get comfortable with being uncomfortable. Remember, leadership isn’t about avoiding friction—it’s about handling it well.

? Your job isn’t to be liked. It’s to be trusted.

Mistake #4: They think they need to have all the answers

Many new managers feel pressure to know everything. Plus, it’s natural to feel a little insecure in a new role, which can make it even harder to admit when you don’t know something.?

But the best leaders aren’t know-it-alls. Instead, they’re great at asking the right questions. No one expects you to have every answer, but they do expect you to be open to learning.

What to do instead:

• Say, ‘I don’t know, but I’ll find out.’ It builds credibility more than guessing.
• Ask your team for input. Great ideas don’t just come from the top.
• Adopt a learning mindset. Leadership isn’t about being the smartest—it’s about continuous growth.

? A manager who listens and learns is far more effective than one who pretends to know it all.

Mistake #5: They neglect their own development

New managers get caught up in the day-to-day. They focus on leading others but neglect their own growth.

The irony? The best leaders are the ones who keep learning. If you don’t invest in yourself, you’ll eventually hit a ceiling—and so will your team.

What to do instead:

• Schedule learning time. Read, take a course, or find a mentor. Put it on your calendar, just like you’d schedule anything else.
• Seek feedback. Regularly ask your team, What’s one thing I could do better as a leader?
• Remember others are watching you. If you prioritize growth, your team will too.

? Great leaders don’t just develop others—they develop themselves, too.

Moving into leadership is a big shift. It’s exciting, but it also comes with a learning curve. Mistakes will happen! That’s OK. What matters is how you adjust and grow.

If you’re a new manager, focus on:

• Letting go of your old job and stepping fully into leadership
• Communicating with clarity, not complexity
• Making the right decisions, not the easiest ones
• Asking great questions instead of pretending to have all the answers
• Continuing to learn and grow

If you’ve been in leadership for a while, what advice would you give a first-time manager? Drop a comment below, or tag a new leader who’d find this helpful!

Your Next Step

Have a new leader on your team? Forward them this article and invest in their development!?

At How Leaders Lead, we’re out to end toxic work culture by developing better leaders. Find the perfect (free!) resource for your leadership journey at howleaderslead.com.

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