Have you ever thought my team will just “figure it out”? It’s appealing - until it doesn’t happen. Most new managers assume their team knows what to do, only to find results falling short. As a new manager, it’s tempting to hope things will work out. You assign a task, trust people will handle it and cross your fingers. But results don’t happen because you hope, they happen because you lead with clarity and accountability. The Common Mistake: Assuming People Know What to Do M

Your team will only grow when you stop being the smartest problem-solver in the room. Every new manager eventually hits this realization: You can know the work inside and out, but if no one else grows alongside you, the whole team hits a ceiling - and that ceiling is you . That’s the moment where leadership begins. Not when you manage tasks. Not when you hit deadlines. But when you start intentionally developing the people around you. The Common Mistake: Treating Development

As an individual contributor, communication was simple: share updates, ask questions, get answers. But as a leader? Communication becomes the way  you guide direction, set tone, build trust, and keep people moving in the same direction. The responsibility is heavy. Most new managers underestimate just how often their team needs to hear: what’s changing what’s expected what matters most this week what success looks like what you’re thinking and why Silence quickly turns into c

Have you ever hesitated before giving someone feedback? Of course!  We all have. Most new managers struggle with it. You want to be supportive, keep morale up, and avoid tension. And, let’s be honest, you want your team to like  you. But what you quickly learn is this: growth doesn’t happen because they like you - it happens through honest conversations. That’s the tightrope of leadership: balancing care for the person with responsibility for the results. The Common Mistake: