It has been said that great managers are few and far between, perhaps because it’s not easy to deal with constant challenges that come with navigating the complexities of human behavior within teams. Company culture, employee happiness and the bottom line stem from how well managers lead and delegate. In a new manager position, however, it can be difficult for you to know how to proceed.

How To Proceed In A New Manager Position

A Gallup report declares that the foundation of a good leader is rooted in being fully invested in your employees, adding that, “Followers prioritize hope, trust, compassion and stability from their leaders, and these needs are consistent across countries and demographics. When leaders meet these needs, it can lead to less suffering and better well-being.”

Some big corporations are eliminating middle management positions, known as “The Great Unbossing.” But if you’re fortunate enough to snag a new manager role, experts suggest being prepared for the requisite new set of skills. Much has been written about what good managers should never do. But how do you proceed when you’re starting out as a new manger?

To find out, I spoke with Carolyn Troyan, president and CEO of Leadership360, an HR consulting and leadership coaching firm. She told me that workers often move into people management roles because they were successful as individual contributors. But she cautions that building a high -performing team takes a brand new set of skills.

According to Troyan, your first stop is aligning with your manager on what success looks like for you and the team over the next 12 months. She suggests you ask yourself several questions: “Are the goals and success metrics clear? Do you understand how those connect to the bigger picture/vision of the organization?” She insists that this will help you Know if you have the right team and resources to deliver on what the organization needs. Plus, she says it can help you make important connections for your team on what they need to accomplish and how this impacts the larger vision.

Next, Troyan points out that it’s time to turn to your team and how you can make them as effective as possible. She lays out the research showing that high performing teams have the following traits: psychological safety, dependability, structure and clarity meaning and impact. “The first step to getting your team on this journey is to understand where they are starting from,” she explains. “Get ready to get into a listening stance and really understand who you have on the team, their strengths and how they are motivated.”

Steps For Success In A New Manager Position

Troyan identifies three key steps to take if you’re a new manager entrusted with your first leadership role.

1. Get to know your team’s strengths. “Your power as a manager is understanding your team’s unique strengths and work styles,” Troyan states. “By understanding the strengths of your team, you can lean into the assignments that will help them shine.” She names resources like Strength Finders and the DiSC assessment that you can share with your team. She emphasizes the importance of knowing the career aspirations of your followers and the development areas they are working on. “Be on the lookout for projects/experiences that will help them reach their professional goals and align with the work the team is doing and lean into their strengths,” she suggests.
2. Clarify priorities and empower your team. “As managers, one of the most important things to do for your team is being clear on what work is a priority, why it matters and how you will measure success,” says Troyan. “Many managers inaccurately believe that delegation means direction. Chartering work with your team can be a collaborative exercise especially if they are more senior employees.” She suggests asking questions that engage and empower your team to design the work with you which will increase your chances for success: “What new innovations should we try with this work? How will we measure success? What roadblocks or risks do you see? What support do you need from me?”
3. Create team norms. “One of the most important steps as a new leader is to get your team empowered to create a culture they love working in,” Troyan points out. “Even very experienced leaders forget this important step.” She recommends to take a staff meeting and talk about favorite teams that people have worked on and what made them high performing. Find out what norms and behaviors the team values. Have them consider how they can build an environment where they hold each other accountable to these norms. “By laying these out and letting the team build them, you create a clear view of what great teamwork looks like and a baseline of trust to build on,” she notes.

A Final Takeaway On Success In A New Manager Position

Troyan points out that building a high performing team and culture takes time. She advises new managers to be realistic on how much they can accomplish in the first 90 days in a new manager position. She recommends that you set a plan to focus on the winning strategies she mentions earlier. “Don’t forget to invest in yourself as well, find people leaders you admire and ask for mentoring hire a leadership coach, and look for leadership classes you can take to continue to learn your new craft,” she concludes.