Years of hard work finally paid off, and you’re getting promoted. Congrats! You’ve demonstrated your skills as a problem-solver and independent doer, now it’s time to level up and pass along your knowledge as a new manager. It’s an exciting (and intimidating) milestone in your career.

Your role now includes:

• Managing projects
• Motivating team members
• Ensuring quality work
• Avoiding micromanagement traps at all costs

Stepping into a managerial role can feel like a juggling act. You’re handling all these tasks at once, with more getting tossed in constantly. As a first timer, you might drop a ball or two. It’s unavoidable to make mistakes in any role, at any level. The important part is learning how to stay confident, embrace the learning curve, and forgive yourself along the way.

Empowering your Team

Communication is key to any strong relationship, and it comes in many forms. Your friend loves to chat on the phone, but your sibling prefers to catch up over text. Matching your communication style as a manager to your team member is no different.

Understanding how to communicate with your direct reports is vital for motivation and synergy. It makes leveraging strengths and keeping a pulse on projects a breeze, while not sacrificing quality of the work.

Some team members thrive on frequent in-person check-ins (especially new hires), while others might prefer a quick email update. Finding a middle ground in communication styles improves collaboration, builds respect, and fosters trust between you and your team.

Embracing Mistakes

Mistakes are bound to happen no matter how long you’ve been in a role. In smaller organizations, where people share most responsibilities, the absence of checks and balances can amplify this reality. When a mistake occurs, it’s tempting to deflect blame and protect yourself from being reprimanded. However, this response doesn’t build trust within your team, and it fails to address the underlying issues.

Instead, embrace a culture of ownership. Acknowledge the mistake, apologize for it, and commit to understanding its root cause. While it may be necessary to identify where the issue originated, remember that as the manager, you ultimately bear responsibility for your team’s performance. This accountability not only demonstrates your commitment to the team but also reinforces mutual trust.

Constructive Communication

Your approach to addressing the mistake is as important as owning it. Timely communication is vital. Any attempt to avoid confrontation sews discord among the team. It’s best to embrace these moments as learning opportunities and create a safe space for constructive conversation. Where did we go wrong? How do we avoid these issues moving forward? Focus on understanding their perspective and how you can better support them.

If you notice recurring issues, it may indicate a performance problem with a team member. In such cases, consider discussing a Performance Improvement Plan or encouraging them to reflect on how they fit the role.

Admitting Mistakes is a Sign of Strength

Apologizing and taking ownership of mistakes is not a sign of weakness – it demonstrates your strength as an effective leader. You set the tone for your team’s dynamic. If you’re open about mistakes and address them in a constructive manner, they feel safe to admit their own, cultivating a culture of trust, accountability, and continuous improvement.

So, don’t feel bad if you drop the ball every once in a while. Take a deep breath, pick the ball up, and keep on juggling. You got this! ­­­­