Congratulations! Stepping into a management role is a big deal. You have the power to shape the experience, growth, and performance of an entire team.
Managers are the driving force behind a company’s morale, productivity, retention, and culture. In fact, Gallup estimates that managers account for at least 70% of the variance in employee engagement scores across business units.
That’s right! More than policies, benefits, or salary, a manager has the single biggest influence on whether employees thrive or struggle at work.
And the stats back it up:
- 80% of employees under great managers report strong interdepartmental cooperation, compared to only 25% under poor managers.
- Employees with supportive managers are 6X more likely to be engaged and 3X more likely to report excellent quality of life.
- Nearly 70% of employees say their manager has more impact on their mental health than their therapist or doctor.
That’s why we’re so passionate about helping managers succeed. Whether this is your first leadership role or you’re looking to refine your approach, this guide will give you practical, no-fluff advice to become the kind of manager that people respect, trust, and want to work for.
What Kind of Manager Do You Want to Be?
Before we dive into the tactical side of management, let’s start with a foundational question: What kind of manager do you actually want to be?
It might sound like an abstract question, but it’s worth thinking about. When challenges arise (and they will), your guiding principles will help you navigate tough decisions and stressful situations with confidence.
If you’re not sure where to start, try these 2 approaches:
- Think of a leader you admire. Maybe it’s a former boss, a public figure, or someone in your industry. What makes them stand out? What leadership traits do they embody that you’d want to emulate?
- Reflect on your own values and strengths. What qualities do you naturally bring to the table? Are you someone who encourages? A problem-solver? A big-picture thinker? Your management style should align with your core personality rather than a forced, inauthentic version of what you think a leader should be.
One guiding principle that resonates with many managers comes from Frances Frei, Harvard Business School professor and leadership expert who popularized the idea of “high standards and deep devotion”.
Frei argues that the best managers don’t choose between demanding excellence and caring deeply about their people. They’re able to do both, simultaneously.
Unfortunately, many managers mistakenly think of these as a trade-off. They’re either too tough (setting high expectations without support) or too soft (overly supportive but with low standards). But the best leaders hold their teams to a high bar while showing genuine investment in their success.
There’s no single “right” way to manage, and your leadership values will evolve over time. But one thing is non-negotiable: Be yourself. Employees can smell inauthenticity from a mile away. Lead in a way that aligns with who you are, and you’ll naturally build trust and credibility.
Now that you’ve started thinking about your leadership identity, let’s dive into the mindset shifts you need to make as a new manager.
3 Mindset Shifts for New Managers
Mindset shifts are where the real transformation happens.
Many first-time managers assume the role will be an extension of what they did before, just with a manager title. But that’s not how it works. Management requires an entirely different skill set, and the sooner you shift your mindset, the smoother your transition will be.
Here are 3 key mindset shifts that will help you step confidently into your new role.
Mindset Shift #1: Your Success Is Now Measured By Your Team’s Success
As an individual contributor, you were responsible for your own work. Your to-do list, your deadlines, your performance. But as a manager, your role is to create the environment for your team members to succeed.
That means shifting your focus from doing the work to enabling the work.
It’s a big adjustment and may feel weird at first. You might catch yourself thinking, “I’m spending my whole day helping other people get their work done… but what did I actually accomplish?” And that’s okay. Because your meaning of “productivity” has changed.
Mindset Shift #2: Redefining What "Productivity" Looks Like
One of the biggest frustrations for new managers is feeling like they’re not getting any “real work” done.
“I just don’t have time to be productive anymore. My days are filled with meetings, answering questions, and unblocking people. I barely have time for my own tasks.”
Sound familiar? If so, here’s the reality: This is your real work now.
Julie Zhuo, former VP of Design at Facebook, puts it perfectly: “Your job is to get better outcomes from a group of people working together.”
That means productivity is no longer about checking off tasks on your personal to-do list. It’s removing barriers, providing direction, and ensuring your team is working on the right things.
Here’s a quick mental reframe: The following activities might not feel like “work,” but they are high-impact leadership tasks that drive results:
- Interviewing and hiring the right people
- Aligning your team around shared goals
- Conducting 1:1s to coach and motivate your team
- Running career conversations to help employees grow
- Creating or refining processes to make work more efficient
- Writing clear documentation to define expectations
When you start seeing these activities as your core role rather than interruptions, you'll gain a greater sense of control over your time and impact.
Mindset Shift #3: From Problem-Solver to Coach
A common trap that almost every new manager falls into is feeling like they need to have all the answers.
Why? Because solving problems makes us feel useful. It’s satisfying to swoop in, provide the correct solution, and move things forward. But if you’re always solving problems for your team, they’ll never learn to solve them on their own.
Instead of being the go-to problem-fixer, your new role is to coach your team to find their own solutions.
This is especially important as you move up in leadership. The more senior you get, the more likely you’ll be managing people who have expertise you don’t. You can’t always be the expert, but you can be the leader who enables high performance in others.
Mastering these mindset shifts is just the beginning. Now let’s get into 6 practical strategies that will help you lead effectively.
6 Practical Tips for New Managers
Stepping into a management role means developing new skills, balancing responsibilities, and learning how to lead effectively. To help you navigate this transition, here are 6 tips to help set you up for success.
1. Think Strategically
Strategic thinking means stepping back from daily tasks to see the bigger picture. It shapes how you set goals, manage time, and bring purpose to your team. Here are 4 key behaviors to help you think and act strategically:
- Understand your company’s strategy: Align your team’s goals with the company’s broader objectives. Ask leaders key questions to clarify priorities and challenges.
- Know your industry: Stay informed about competitors, trends, and customer shifts to anticipate challenges and opportunities.
- Make time for big-picture thinking: Block time to reflect on long-term risks and opportunities. Delegate tasks to free up space for strategic work.
- Set priorities and align your team: Focus on high-impact initiatives. Share your insights with your team to ensure everyone understands the bigger goals.
By applying these steps, you’ll make smarter decisions, tackle problems before they arise, and see real, meaningful results.
2. Build Trust with Your Team
Trust is the foundation of strong leadership. As Patrick Lencioni, author of The Advantage, says, “When there’s trust, conflict becomes nothing but the pursuit of truth, an attempt to find the best possible answer.”
To build trust, think of it as an emotional bank account (borrowed from Steven Covey’s concept in the 7 Habits of Highly Effective People). You need to be proactive and make consistent deposits before withdrawing. Deposits include:
- Giving positive feedback to someone for good work
- Showing an interest in their life
- Being empathetic when someone is upset
- Following through on what you’ve promised
- Saying something kind
- Helping someone get unstuck
If we don’t proactively make deposits, our relationships hover at zero. It’s not a bad score, but it’s also not a strong one. When we need to make a withdrawal, like giving tough feedback, delivering bad news or letting go of someone, trust takes a hit. Since withdrawals are unavoidable as a manager, consistent deposits are important in keeping relationships strong and trust intact.
The key is understanding what each person values. Some may appreciate public recognition, while others prefer a private conversation. When trust is strong, collaboration improves, feedback is well-received, and your team performs at its best.
3. Delegate Effectively
Delegation is one of the most critical yet challenging skills for new managers. Many hesitate to delegate because they worry about overburdening their team, giving away the “boring stuff,” or losing control. However, effective delegation frees up time for high-value leadership tasks and helps your team grow.
Use Elevate’s Delegation Matrix to delegate effectively:
- WHAT: Define the task clearly. What is the expected outcome? What does success look like? What are the deadlines?
- WHY: Why is this task important? Why are you assigning it to this specific person?
- HOW: What resources and support are needed? What are the milestones?
- CHECKS: How will progress be monitored? Set clear check-in points without micromanaging.
Delegating well not only makes your job easier but also builds trust and capability in your team.
4. Coach Instead of Solve
Resist the urge to solve every problem for your team. Instead, coach to help them develop critical thinking and problem-solving skills.
When your team members come to you for help, use the GROW Model to ask questions:
- G (Goal): What is the desired outcome?
- R (Reality): What is happening now? What’s working and what isn’t?
- O (Options): What possible solutions exist?
- W (Way Forward): What will you do next?
Instead of offering solutions, ask questions like, “What have you already tried?” or “What’s your next step?” This encourages autonomy and builds a stronger team.
5. Give Feedback that Lands
Giving constructive feedback is one of the most valuable skills a leader can develop. It builds trust, drives growth, and strengthens teams. But how do you deliver it in a way that’s both kind and direct?
Use Elevate’s No-Drama Feedback Model to keep conversations constructive:
- State the facts: Stick to objective observations. Instead of saying, “You’re disengaged,” try, “I’ve noticed you’ve arrived late to the last four meetings and haven’t spoken in the last two.”
- Express how you feel: Use neutral words like “concerned,” “worried,” or “curious” (avoid words like “disappointed” as they can sound parental). For example, “I feel a little worried about this.”
- Explain the impact: Be clear about the consequences. “When you arrive late, it can signal to the team that you’re not interested, which affects morale.”
- Ask a gentle question: Create space for dialogue. “How are you feeling about things?” or “What do you think about what I just said?”
This model turns feedback into a two-way conversation rather than a confrontation, nurturing real growth and change.
6. Run Meaningful 1-on-1s
1-on-1s are not status updates or check-in routines. They’re strategic tools to help you build relationships, provide psychological safety, and help your team grow.
Here’s how to make them count:
- Define the purpose together: Align on what makes the time useful. Check in quarterly to adjust focus.
- Adjust the frequency: Some team members may need more time, others less. Be flexible.
- Protect the time: Avoid frequent cancellations and schedule when you have energy.
- Encourage preparation: Your direct report should come ready with updates, questions, and priorities.
- Come prepared yourself: Plan feedback, praise, and key updates in advance.
Also, take time to truly check in, discuss career goals, and recognize wins. Small, consistent efforts turn 1-on-1s into high-value conversations.
Effective Managers Are Made
Every skill, mindset shift, and strategy you’ve just read is something you can actively develop. The best leaders don’t have all the answers, but they’re committed to learning, growing, and adapting.
So, take what you’ve learned here and put it into practice. Choose one skill to practice, stay consistent, and refine as you go. Great managers have the ability to shape careers, transform companies, and leave a lasting impact, not only on others but also on their own lives.
