Tips for Succeeding as a New Manager

I used to be a terrible manager and found it impossible to keep top talent. Now, my agency (Level Agency) ranks as the 27th best place to work in the country. Here’s the biggest mistake I made as a new manager (and how I switched my management style): Picture this: You're a new manager, and you suddenly find yourself in a position of power, perhaps sooner than expected. You're there, in the thick of it all, grappling with the weight of responsibility. You want to command respect, yet a nagging voice whispers, "Am I really cut out for this?" This is the reality of imposter syndrome - questioning your place at the helm. It's a moment every leader faces, a crossroads of self-doubt and potential. My biggest mistake? Trying to wield that respect inappropriately - demanding it rather than earning it. This didn't just stifle my growth, but my team's as well. I thought being a hard boss like in the movies was the answer. The result of this behavior? • Mistrust • Limited potential • Micromanagement I was hindering innovation by making my team order-takers rather than active contributors - plain and simple. The turning point was vivid. After a heated moment with my team, it was clear as day. I was the problem. I was demanding respect without earning it. It was a wake-up call. I had to shift from being a leader who dictated from the back to one who led from the front, removing obstacles and barriers to my team's success. Finally, I learned to trust myself and my team. I embraced servant leadership - asking, "How can I make your life and job better?" instead of "Why isn’t this done yet?" This trust-driven shift transformed our culture, making us the 27th best place to work nationwide. Key takeaways: 1️⃣Earn Respect, Don't Demand It: Respect is a two-way street. You have to give it to earn it. 2️⃣Trust Your Team: Start from a place of trust. Believe in your team's capabilities and give them the support they need. 3️⃣Be a Servant Leader: Focus on removing barriers for your team. Your job is about enabling others to succeed. 4️⃣Lead by Example: Your actions set the tone. Be the leader who inspires, not the one who instills fear. 5️⃣Embrace Change: Be open to learning and growing. Your team's success directly reflects your leadership. Transforming my management style wasn't easy. By practicing the above relentlessly, I turned Level Agency into a thriving workplace. What management lessons have you learned along the way? Drop them in the comments below. P.S. If you want to learn about AI, Agency growth, leadership and more, follow me so you never miss a post!

Before I knew 5 things about management, I would stress about these 5: •Holding my team accountable •Feeling like I had to know everything •Managing my time - between my team, stakeholders, leaders and myself •Delegation, feeling like I was losing control •Giving my team critical feedback Then I focused on these 5 and I started winning: 1. Delegation = Growth (for you and your team member) ↳Accept that team members will not do things exactly like you would. Provide the necessary context and resources, set the right expectation and have checkpoints along the way for support. 2. Learning is a Continuous Journey ↳Lean on your curiosity, ask questions and admit when you don't know something. Accept the fact that you can't know everything. Your value lies in your ability to learn. 3. Goals are Empowering ↳Set goals with each team member (for growth and delivery), review them regularly. This will enable autonomy, drive ownership, support accountability and promote growth. Leverage frameworks such as SMART or OKRs for crafting effective goals. 4. Crucial Conversations drive High Performance ↳Provide feedback on a timely basis and be precise about what was done vs. what was expected, and the resulting impact. Agree and follow-up on next steps. Be firm on the result and caring in your approach. 5. Time Management Own your calendar. Block time in advance for your priorities (key initiatives, 1:1s, self-care and personal time etc.). Leverage productivity methods such as Eat the Frog (get the hardest task done first thing) and Deep Work. From an overwhelmed rookie manager → to a confident, effective manager. 🔁 Useful? I would appreciate a repost.

It was unbelievably painful. When I became a first-time manager years ago, I made all the mistakes in the book. I thought I was on the right track. In reality, something had gone awry. By avoiding hard conversations about quality of work, I hadn’t setup my report for success. And when her presentation to senior leaders fell flat, I felt devastated. I knew it was my fault. Here’s 3 things I wish I knew as a new manager: 𝟭/ 𝗛𝗮𝘃𝗲 𝘁𝗵𝗲 𝗵𝗮𝗿𝗱 𝗰𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻𝘀 𝘀𝗼𝗼𝗻𝗲𝗿 I focused on building rapport (good manager), but delayed giving candid feedback to my report about her work output (bad manager). I was avoiding confrontation—procrastinating until the “right moment” struck (never did). Since then, I’ve learned to lean into the discomfort. If there’s a performance concern, sit down privately with your report, explain the concern openly, point to specific pieces of work, share examples of what “good” looks like, and invite them to give their feedback. 𝟮/ 𝗔𝗱𝗮𝗽𝘁 𝗺𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁 𝘀𝘁𝘆𝗹𝗲 𝘁𝗼 𝘁𝗵𝗲 𝗶𝗻𝗱𝗶𝘃𝗶𝗱𝘂𝗮𝗹 The beauty and curse of managing people is that each person is a unique combination of skills, motivations, and behavior. While I can “get out of the way” for certain skilled and motivated high-performers, the same approach would be a disaster for reports who are struggling due to weaker skills. The challenge is to listen and observe your report intently—so you understand which style to use to help them perform at the next level. 𝟯/ 𝗗𝗲𝗹𝗲𝗴𝗮𝘁𝗲 𝗺𝗼𝗿𝗲 𝗱𝗲𝗰𝗶𝘀𝗶𝗼𝗻𝘀 As a manager, my reports frequently raise concerns about other people. Early on, I would immediately jump into problem-solving mode. This got me overwhelmed. Fast. Later, I learned to first ask, “Have you talked to the person about your concern?” 80% of the time, the answer is no. Then I would make it my mission to coach my report to independently resolve their conflict. If I succeeded, they’d be empowered to handle a wider range of situations on their own. **** P.S. If you’re making a change, I coach tech professionals to make career transitions and build wealth abroad. Slide into my DMs and join my past clients at companies like Google, Meta, Square, & Stripe.

Most managers are bad at a critical part of their job... b/c most probably don't think it's their job. 𝐂𝐚𝐫𝐞𝐞𝐫 𝐃𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭! It's something I frequently think about. And I hope anyone who has ever worked for me feels this. Here are some of the things I do to help develop my team. 𝐖𝐞𝐥𝐜𝐨𝐦𝐞 𝐒𝐮𝐫𝐯𝐞𝐲 When someone joins the team, I send a Welcome Survey that covers work styles, professional development & personal interests. Questions include:  – What impact do you want to have at Crosschq? – What are you most excited to learn in your new role? – What are your career goals in the next 5 to 10 years? – List 3-5 professional skills that you'd like to develop in the next year. – What would make this job especially meaningful and enjoyable? DM me for my full survey. 𝐐𝐮𝐚𝐫𝐭𝐞𝐫𝐥𝐲 𝐂𝐡𝐞𝐜𝐤-𝐈𝐧𝐬 Different than a weekly 1:1, in this meeting, we take a step back to assess how things are going. I'll often pull up the welcome survey to guide the conversation, but it's a chance to ensure:  – They are getting what they need out of the job – The company is getting what it needs from them I'm asking questions like:  – Do you know what is expected of you? – Do you have what you need to be successful?  – Do you feel like your work is having an impact?  – Are you enjoying your work and the people you work with?  – Do you feel like you have the opportunity to do your best work? Then, we spend a chunk of time on career pathing so they know what’s needed to move to the next level. 𝐑𝐞𝐯𝐢𝐞𝐰𝐬 𝐚𝐧𝐝 𝐅𝐞𝐞𝐝𝐛𝐚𝐜𝐤 Any good manager knows they must give frequent feedback, but there's still value in more formal performance reviews. Feedback is something I try to weave into the culture by training my team on how to give & receive feedback. Personally, it's something I'm still working on. 𝐂𝐮𝐥𝐭𝐢𝐯𝐚𝐭𝐞 𝐚 𝐠𝐫𝐨𝐰𝐭𝐡 𝐦𝐢𝐧𝐝𝐬𝐞𝐭 One of the most important things a leader must do is intentionally create their team culture. I believe this is separate (but strongly aligned with) the company culture. The best way to do that: values & operating principles. One of the core principles I always set is continuous learning and a growth mindset. Other things I think about for good career development: 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧 Open comm ensures everyone feels comfortable discussing their aspirations, concerns & feedback. 𝐂𝐨𝐥𝐥𝐚𝐛𝐨𝐫𝐚𝐭𝐢𝐨𝐧 Involve other stakeholders/depts to ensure that development plans are holistic and integrated into the broader org strategy. 𝐏𝐞𝐫𝐬𝐨𝐧𝐚𝐥𝐢𝐳𝐞𝐝 Eveyrone is unique. Personalize the plan to suit their specific needs & aspirations. 𝐓𝐫𝐚𝐧𝐬𝐩𝐚𝐫𝐞𝐧𝐜𝐲 Be open about the business's needs and how they align with individual growth paths, so expectations are clear on both sides. 𝐄𝐦𝐩𝐨𝐰𝐞𝐫𝐦𝐞𝐧𝐭 Allow everyone the autonomy to make decisions regarding their career path, providing guidance and support as needed. What would you add? 

Someone who is moving into leadership recently asked me what I wish I knew as a new manager. After typing it out, I thought it might be useful to someone else as well. Feel free to add your contributions or something I missed below: 1) Leadership is a totally different skillset than anything technical. It is deserving of study just like technical and other skills 2) People will always have competing priorities, or may not see the value/importance of your priorities (like security projects). That doesn't make them bad people. 3) Being likeable, open-minded, a good communicator and problem solving goes a LOT further than just "being right" 4) On that note, stop thinking in terms of "right" and "wrong," and start thinking in terms of other people's perspectives 5) You (meaning any manager) are probably harder to get along with than you think you are. Keep that in mind. 6) Self awareness and emotional intelligence are somewhat important as an engineer, but they are everything as a manager. 7) Don't be scared to ask the tough questions 8) If you don't have the capacity to give grace to someone you don't like, or let go of someone you do like (but who needs to be let go) you're not ready for leadership 9) There's a time to stretch/push people, and a time to be empathetic. Knowing which is which is key 10) Give more time to project timelines than you think you need, but be aggressive about meeting the milestones afterwards 11) Always try to negotiate with vendors, but remember that implementation of tools cost a lot more than just money 12) Using one entire tool correctly is far better than poorly implementing 3-4 tools

Experience is a great teacher, especially someone else's. 60% of managers fail in their first 18 months. Why? Not because they don't have the skills to lead.  Because their good intentions lead them down the wrong path. Avoid these 9 new manager mistakes I see all the time: Solving problems too quickly 🚩 People line up at your door instead of thinking for themselves • You become the bottleneck for all decisions • You create learned helplessness ✅ When someone brings a problem, ask "What do you recommend?" Thinking you were clear the first time 🚩 You give direction, but the team is still confused • You assume your context is their context • You speak in abstracts, not specifics ✅ Confirm: What matters is what they heard, not what you said. Hiring for skills over character 🚩 That "rockstar" hire who delivers but wrecks team morale. • They blame others when things go wrong • They hoard information to stay indispensable ✅ Probe: How they handled hard feedback in past roles. Focusing on motivation over momentum 🚩 Team excitement spikes then crashes. • You rely on pep talks instead of removing obstacles • Progress stalls waiting for perfect conditions ✅ Start meetings with "What's blocking progress?" Confusing hiring with recruiting 🚩 You settle for whoever's available when positions open. • You treat your network like a transaction • You compete on salary instead of culture ✅ Spend 30 minutes each Friday nurturing future hires. Confusing feedback with coaching 🚩 People nod during reviews, but nothing changes. • Conversations happen once a quarter, not "in-the-moment" • You tell them what's wrong, not how to improve ✅ Ask "What would success look like?" before giving advice. Thinking you're not in sales 🚩 Your best ideas die because you can't get team buy-in. • You believe it's a privilege to join your team • You change direction without warning ✅ Have "pre-sale" conversations before any big ask. Managing tasks instead of energy 🚩 Your best people burn out while low performers coast. • High performers get overloaded with urgent requests • You track completion, not emotional state ✅ Ruthlessly protect coordinated workblocks before noon. Not managing up proactively 🚩 You learn about your boss's concerns in public meetings. • You wait for them to ask instead of communicating proactively • You hide problems until they become crises ✅ Send Monday briefs: "Last week's wins. This week's focus." Remember: Smart leaders learn from their mistakes. Wise leaders learn from the mistakes of others. If you want more leadership insights: 🔔 Follow Dave Kline ♻️ Repost to help other leaders 📌 Subscribe to my free MGMT Playbook (in bio)

𝗡𝗲𝘄 𝗟𝗲𝗮𝗱𝗲𝗿 𝗧𝗶𝗽𝘀 . . . 🔷Moving from team member to team leader can present many challenges. With leadership comes a greater level of responsibility and expectation, which can leave new leaders and managers feeling a mix of enthusiasm and apprehension. While they now have the power to achieve both individual and organizational objectives, they must also work to gain the support of their team to bring their vision to fruition.   👇Here are a few recommendations for those starting out:   1️⃣ 𝗨𝗻𝗱𝗲𝗿𝘀𝘁𝗮𝗻𝗱 𝘁𝗵𝗲 𝗟𝗲𝘃𝗲𝗹𝘀 𝗼𝗳 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 (see pic): Starting out as a positional leader is perfectly fine, but it's essential to avoid becoming stagnant at this level. As a new leader you should aim to climb the leadership pyramid by enhancing your leadership and management skills. As you gain more experience and showcase your talent, you should promote to levels of greater responsibilities and influence.   2️⃣ 𝗨𝗻𝗱𝗲𝗿𝘀𝘁𝗮𝗻𝗱 𝗪𝗵𝗮𝘁 𝗠𝗼𝘁𝗶𝘃𝗮𝘁𝗲𝘀 𝗘𝗮𝗰𝗵 𝗼𝗳 𝗬𝗼𝘂𝗿 𝗧𝗲𝗮𝗺 𝗠𝗲𝗺𝗯𝗲𝗿𝘀: If one new-leader tip is essential, it's this: 𝙜𝙤𝙤𝙙 𝙡𝙚𝙖𝙙𝙚𝙧𝙨 𝙪𝙣𝙙𝙚𝙧𝙨𝙩𝙖𝙣𝙙 𝙩𝙝𝙖𝙩 𝙚𝙖𝙘𝙝 𝙩𝙚𝙖𝙢 𝙢𝙚𝙢𝙗𝙚𝙧 𝙣𝙚𝙚𝙙𝙨 𝙩𝙤 𝙗𝙚 𝙘𝙤𝙖𝙘𝙝𝙚𝙙 𝙙𝙞𝙛𝙛𝙚𝙧𝙚𝙣𝙩𝙡𝙮. Although there are limitations, personality tests such as Myers Briggs and DISC have revealed the fundamental differences in motivations and personalities among team members. A universal approach is likely to be unsuccessful. To guarantee sustainable motivation within teams, a leader must incorporate each team member's distinct vision and mission into the organization's overall vision.   3️⃣ 𝗨𝗻𝗱𝗲𝗿𝘀𝘁𝗮𝗻𝗱 𝗙𝗿𝗼𝗺 𝗬𝗼𝘂𝗿 𝗧𝗲𝗮𝗺 𝗠𝗲𝗺𝗯𝗲𝗿 𝗣𝗲𝗿𝘀𝗽𝗲𝗰𝘁𝗶𝘃𝗲, 𝗪𝗵𝗲𝗿𝗲 𝘁𝗵𝗲 𝗣𝗮𝗶𝗻 𝗣𝗼𝗶𝗻𝘁𝘀 𝗔𝗿𝗲 – 𝗔𝗻𝗱 𝗗𝗼 𝗦𝗼𝗺𝗲𝘁𝗵𝗶𝗻𝗴 𝗔𝗯𝗼𝘂𝘁 𝗧𝗵𝗲𝗺: It's important to acknowledge that all teams can improve. Insufficient skills or resources can cause inefficiencies if not addressed quickly. This is especially vital when training new leaders. In addition to common issues like work-life balance, salaries, limited growth opportunities, and professional development, there may be deeper problems that require attention. These issues may be challenging to analyze logically, and an apathetic leader may overlook them, leading to low team morale despite their best efforts.   Therefore, new leaders must cultivate a profound sense of 𝗲𝗺𝗽𝗮𝘁𝗵𝘆 to view situations from the team member's point of view. This approach will enable speedy resolution of problems and improve team member contentment.   🌟As a leader, it's essential to act as a bridge between people and their differences. The critical factor that sets successful leaders apart is their ability to communicate effectively with individuals of all personalities, clearly express their ideas, and remain open to negotiation. While the idea of taking on a leadership role may seem overwhelming initially, it's also an incredible opportunity to seize new possibilities!

Congratulations, you got your promotion! What comes next? You've stepped into your new role, so here’s how to succeed from day one. 🎉 Congratulate yourself: Take a moment to recognize your hard work and give yourself the credit you deserve for your accomplishments. 🌱 Start your new role with humility: Approach your new position like you're starting from scratch. Adopt a beginner's mindset and consider using a structured 30/60/90-day plan to guide your first three months. 🚀 Take initiative: Dive into your new responsibilities with positive energy and a proactive approach. Set immediate, achievable goals that align with your new duties. Tip: Find a mentor who can guide you on how to show up in your new role. 🎯 Clarify expectations: Understand what success looks like in your new role, especially with the new responsibilities you’ve taken on. Talk with your manager about how your objectives fit into the company's goals. 🤝 Build partnerships: Expand your internal network to build strong partnerships. Meet new stakeholders and colleagues, and explore how you can collaborate effectively. 📚 Continue to learn: Your growth doesn’t stop with a promotion. Identify and develop new skills needed for your role, seeking relevant training. 🗣️ Communicate regularly: Keep the lines of communication open with your team and leaders. Regular updates and feedback will help you adjust and excel. 📝 Track your progress: Document your achievements and challenges as you navigate your new responsibilities. This will be invaluable for your future evaluations and planning. If you know someone stepping into a new role, please share or repost for reach! #CareerGrowth #Leadership #Promotion

How to succeed when starting a new IT leadership position. I’m often asked for guidance when someone moves to a new role. Here are my top pieces of advice: • Make sure you understand the expectations of the new position. Plan for how you can deliver on those expectations. • Your team is the key to your success. Ask how you can best support them while working towards shared success. • Watch those successful in executive positions in your organization. Determine what you can learn and apply. • If there are areas under your new position where you aren't an expert, find ways to learn those new skills. • Communicate, communicate, communicate. Make sure everyone who needs to know is in the know. • Understand what constitutes success and design a strategy around that for you and your team. • Pick one or two quick wins so your leadership and team can see you are making progress. • Make sure you understand executive presence and have a strong EQ. (If not, learn it.) • Meet with your peers and key stakeholders. LISTEN to their concerns about IT. • Focus on building relationships at all levels within the organization. • Find mentors. 🔑 What other tips do you have for IT leaders starting a new role? #executivecoaching #hiringandpromotion #humanresources

I become a new manager in '07. I made a lot of mistakes. Here are 3 big ones. 1. I treated 1:1s as status updates 2. I didn't do a good job of listening. 3. I jumped in all the time, even when I didn't need to 1. I treated 1:1s as status updates. I spent too much time asking about project updates and too little time asking about the person. Lesson: If you don't get to know the person behind the project, no amount of project updates will help you. 2. I didn't do a good job of listening to my team. I thought the job was to "tell-tell-tell". I was always giving answers and very rarely asking questions. Lesson: Ask questions and trust your team to come up with the answers. No one likes a "know-it-all-boss" 3. I jumped in all the time, even when I didn't need to. I thought my job was to "fix" everyone's problems. I was wrong. Lesson: A leader's job is to help everyone fix their own problems. Your goal is to give your people tools to build their house. Not build it for them. I share this to remind you that leadership is like a journey. There's no shame in making mistakes or getting lost as long as you can get back on track. If you learn from your missteps, you will turn your trials into your triumphs. Stay the course.