New Manager Pitfalls: How to Avoid Them and Succeed in a Leadership Role

Claim your free copy of this training guide now and give your newly promoted managers an overview of what it takes to achieve leadership success. This report covers:

  • The single most common mistake new managers make
  • A key insight that will help new managers frame their new role and avoid rookie pitfalls
  • What it really takes to make the transition from the front line to management
  • The ultimate blunder that causes new managers to lose all credibility with their team — and top management
New Manager Pitfalls: How to Avoid Them and Succeed in a Leadership Role

Why are we giving all of this for free? Because it’s the best way we know to introduce you to a new approach to leadership and management training.

Here’s how it works: Request access now and we’ll email you a user name and password that gives you instant access to the Leadership & Management Learning Center. There you’ll find your free training video and a collection of other training resources for supervisors and managers. You’ll have unlimited trial access to this powerful library of e-learning modules, reports and fast-read articles.

The truth about leadership

Most new managers get promoted because they’re strong performers. But that doesn’t mean they have the skills they need to lead people.

They may know how to get things done on their own, but they don’t necessarily have what it takes to get results through other people – and motivate them to be top performers.

The question is, how do you get them started on the right foot? How can you be sure new managers understand their new role? How can you make sure they “get” the company’s culture, values, and – even more important – gain the trust and confidence of those around them?

New Manager Pitfalls: How to Avoid Them and Succeed in a Leadership Role is a powerful tool to help newly promoted leaders on their journey. Get your copy today.

New Manager Mistake #1: Trying to be “One of the Gang”

The most common mistake new managers make is that they think they’re still “one of the gang.” They think they can talk and act with rank-and-file employees the same way as before. But they can’t. That’s a harsh reality. It’s one reason many good employees have no interest in management — and a top reason new managers fail.

Because they represent the company, new managers are constantly “on stage.” Everyone on their team – and elsewhere in the company – is watching and listening. Everything they say and do is amplified. If they contradict the company values and culture, they can create tremendous problems and confusion. A new manager that does so consistently, will erode his or her credibility and effectiveness as a manager.

Acess your free video and get more information about where new managers go wrong.

Mistake #2: Failure to gain the confidence of higher ups

Managers rise to the next stage in their management careers only if they can gain the confidence of senior management.

  • Have they genuinely internalized company values?
  • Can they communicate those values to others?
  • Are they credible in their role as the “face of the company”?

For example, in a culture where hitting deadlines is a core value important to the CEO, a new manager cannot afford to tolerate excuses about missed deadlines. A new manager needs to quickly “take ownership” and use their own sense of urgency and accountability to get results. They need to behave just the way the CEO would.

Mistake #3: Lack of discretion

Top executives must be 100% confident that a new manager can be trusted. As a member of the management team, managers are privy to sensitive information. We’re not talking about anything nefarious or illegal. Perhaps a new product is doing exceedingly well and the company wants to keep that quiet for a while. Maybe the CEO’s decided to step down, which could cause chaos with investors and other stakeholders if it weren’t announced in a well-planned communications campaign.

You know many mistakes managers make can be overcome with training and effective coaching. Every day there are “teachable moments” new managers can learn from. Over time, credibility can be restored.

But a lapse of discretion can be terminal. For starters, the consequences are often extremely damaging. The main reason is that it’s a breach of trust, and trust is very difficult, if not impossible, to restore.

Learn more about what newly promoted managers need to know to be successful. Access New Manager Pitfalls: How to Avoid Them and Succeed in a Leadership Role as part of a free trial to the Leadership & Management Rapid Learning Center

Sincerely,

Steve Meyer
Stephen Meyer
CEO, Rapid Learning Institute

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