The Most Common Fears for New Managers and How to Overcome Them
Becoming a new manager is exciting and can bring a huge sense of achievement as you hit that career milestone. However, if you are an ‘accidental’ manager or feel unprepared, it can be very daunting.
When coaching new managers & leaders, I often hear the same fears being expressed by people who are excited to be stepping up into leadership roles but are daunted by the new challenges that brings.
In this blog, I’ll take you through the five most common fears and my top strategies for overcoming them.
Fear of Not Being Liked
This is a big one! Especially if you have been promoted internally and are now more senior than your work mates. You may fear a rift in close working relationships or that you will now need to behave differently around people.
It’s natural to fear making tough decisions or giving constructive feedback but with the right approach it does not have to affect your working relationships.
How to Overcome It:
Get to know everyone in your new team: If you know some people better than others, take the time to get to know everyone in your new team and build those new relationships.
Be Fair and Consistent: Treat all team members fairly and consistently, don’t play favourites. This builds respect and trust, even if your decisions are not always popular.
Communicate Clearly: Explain the reasoning behind your decisions and be transparent about the challenges you face. This helps your team understand and accept your actions.
Show Empathy: Demonstrate that you care about your team’s well-being and professional growth. Being compassionate and supportive can foster strong, positive relationships.
Don’t share sensitive information: You might feel pressured to share the new sensitive information that you have; especially if there are internal changes. Sharing this information will harm your reputation and damage trust. Explain why you cannot share it and offer to talk it through with them when it becomes public information.
Find support amongst your new peers: Build good relationships with other managers in the business and reach out for support.
Be yourself! Successful leaders are authentic, empathetic and show vulnerability; becoming a manager does not mean becoming a perfect automaton who never fails.
Fear of Conflict
You probably became a manager because you are great at your job and wanted that next step up; not because you wanted to spend time resolving workplace disputes or giving constructive feedback.
Many managers avoid dealing with or creating conflicts within their team; whether it's team disputes or performance issues, the fear of confrontation can lead to avoidance. Ask any experienced managers and they will probably tell you that only makes things worse. The best managers address issues early on and in doing this safeguard the emotional wellbeing of their team.
How to Overcome It:
Learn how to give feedback in a non-confrontational and supportive way. Offering constructive feedback to someone does not need to end in a confrontation, in my sessions I help managers develop confidence in giving effective feedback which does not burn bridges.
Build your personal toolkit: Invest time in learning conflict resolution techniques. This includes being open minded, active listening, staying neutral, and collaboration.
Address Issues Early: Tackle conflicts as soon as they arise to prevent them from escalating. A proactive approach demonstrates your strength as a leader and that you value the wellbeing and safety of your team.
Create a Safe Space: Encourage open communication and let your team know that it's okay to voice concerns. This can help resolve issues before they turn into major conflicts.
Don’t take sides: Whatever your view of the situation, do not take sides. Listen to everyone and find the solution that is best for the team and the business.
Fear of Failure
Lots of the managers I work with feel a pressure to be perfect and not make visible mistakes. The fear of making mistakes or failing to meet targets can be paralysing for managers who worry about job security or their reputation within the team.
Many leaders are now embracing failure and see it as a necessary part of growth and innovation and people are a lot more tolerant than you think! Taking informed and calculated risks and innovating could propel your career versus playing it safe.
How to Overcome It:
Embrace a Growth Mindset: It’s sometimes easier said than done but try to view failures as opportunities to learn and grow. Think about what you set out to do and how you could do it differently in future. Encourage your team to do the same by celebrating achievements and discussing what can be learned from setbacks.
Set Realistic Goals: Set yourself up for success by breaking down large projects into manageable tasks with achievable milestones. This makes it easier to track progress, pre-empt issues and adjust plans as needed.
Seek Support: Don’t be afraid to ask for help or advice from peers, mentors, or upper management. Sharing your challenges can provide new perspectives and solutions.
Own your failures: If you make a mistake then be honest about it, explain why you choose that course of action and have solutions ready to go.
Fear of ‘being found out’
It’s natural for managers to worry that they aren't good enough or lack the skills and knowledge to lead effectively. Imposter syndrome can lead to inaction, avoiding promotions or stepping up, as it undermines our confidence and decision-making.
How to Overcome It:
Reflect on whether your fears are true: When a negative thought pops up, question whether it is a reality and what evidence there is for the fear. This is something I regularly practise with my clients.
Continuously Learn: Stay updated on the latest management practices and industry trends. Becoming an expert will help you to feel confident with colleagues and clients.
Celebrate Your Successes: Take time to acknowledge your achievements and the positive impact you've had on your team and the wider business. This can help build your confidence.
Focus on Strengths: Knowing your capabilities can boost your self-assurance and feel excited about taking on new challenges.
Remember thoughts aren’t facts: Our brains are not always our friends and so take time to notice your thoughts and decide which ones you listen to.
Fear of Losing Control
Many of the new Managers I work with often fear delegation and losing control over the quality of work. This leads to huge workloads for them and team members who don’t feel valued and trusted. Overcoming the fear of losing control through trust and clear communication can lead to a more empowered and productive team.
How to Overcome It:
Learn how to delegate effectively: Don’t ‘dump and run’; set your team up for success by taking them through what needs to be done and make sure they have everything they need.
Trust Your Team: Recognise that delegation is essential for productivity and growth. Trust your team members to handle tasks and provide support when needed. If you don’t feel you can trust them yet, how can you support them to improve and develop?
Set Clear Expectations: Ensure that your team understands what needs to be done and what success looks like.
Monitor Progress: Regularly check in on the progress of tasks and projects but don’t micromanage. This allows you to stay informed and address any issues promptly.
Every manager faces fears, but understanding and addressing them can transform these challenges into opportunities for growth. By developing conflict resolution skills, embracing a growth mindset, continuously learning, trusting your team, and communicating clearly, you can overcome these fears and become a more effective and confident leader. Overcoming common management fears is a journey, but with these strategies, you can tackle challenges head-on and lead with confidence.
I cover all these areas and more in my Essential Skills for Managers Programme aimed at new managers who would like to build their confidence and feel equipped.
