8 of the Biggest Leadership Mistakes New Managers in Startups Make
Your new startup is like your baby and your managers are your babysitters. Would you leave your new baby in the hands of an inexperienced babysitter?
Most likely, probably not. Chances are, you would want your babysitters to have some sort of experience or at least some training. But first-time startup founders often don’t recognize the importance of making sure that the newly appointed managers are set up for success.
We’ve already talked about the 10 Common Challenges First-Time Managers Face at Fast Growing Startups but let’s put something else under the microscope now. Let’s look at 8 of the biggest leadership mistakes that new managers in startups commonly make and how new manager training can help take a more proactive approach to prevent it from being a critical faux pas.
1. Failure to transition from individual contributor to leader
New managers may struggle to shift their mindset from being solely responsible for their own work to leading and managing a team. They may continue to focus primarily on their own tasks instead of delegating effectively and supporting their team members’ growth. New manager training will support managers in navigating this transition more easily by helping them understand their role and responsibilities. They can offer more clarity around expectations and provide tools to help the new manager learn how to delegate more efficiently and how to make work now be about others, not them.
Additional Resources:
Ep 178: Transitioning Roles
Ep 185: Ownership Mindset
2. Lack of effective communication
Communication breakdowns can occur when new managers fail to establish clear expectations, provide feedback, and keep their team members informed. Poor communication can lead to misunderstandings, lowered morale, and decreased productivity. New manager training will help managers learn to develop active listening and communication skills, including verbal and non-verbal communication.
Additional Resources:
Ep 171: Communicating With Numbers
Course: Effective 1-on-1 Meetings Course
3. Micromanagement
New managers may find it challenging to strike the right balance between staying involved and empowering their team. Micromanagement can stifle creativity, diminish trust, and prevent team members from taking ownership of their work. Since these tendencies can be sneaky, it’s important for a training program to address micromanagement. Managers will learn techniques to build trust and to effectively delegate work in an empowering way. All of this helps the new manager shift from a mindset of control to one of empowerment and support for their team, which leads to a more collaborative and innovative work environment.
Additional Resources:
Ep 53: How Not To Micromanage
4. Inadequate support and development of team members
New managers sometimes neglect to invest time and effort in developing their team members’ skills and career growth. Failing to provide guidance, mentorship, and opportunities for development can hinder team performance and retention. New manager training provides managers with tools that can help them gain a deeper understanding of their team members’ needs, strengths, aspirations, and areas for growth. A new manager training program also guides managers in coaching conversations, helping them ask powerful questions and support their team members’ growth and development.
Additional Resources:
5. Inability to adapt to changing circumstances
Startups often experience rapid changes, and new managers need to be adaptable. Resisting change or being too rigid in their approach can hinder progress and limit the team’s ability to navigate dynamic situations effectively. A new manager program supports managers in cultivating a growth mindset, which embraces change as an opportunity for learning and growth. They help managers shift their perspective from seeing change as a threat to perceiving it as a catalyst for personal and professional development. One fundamental key is finding a balance between sticking to core principles and being open to adapting strategies and tactics to meet changing circumstances.
Additional Resources:
6. Failure to prioritize relationships and team dynamics
Building strong relationships and fostering a positive team culture is crucial for success. New managers may overlook the importance of investing in relationships with their team members, leading to low morale, lack of trust, and decreased collaboration. A new manager training program teaches managers how to truly hear and understand their team members, acknowledging their perspectives, concerns, and aspirations by helping them develop active listening skills and empathy. By practicing empathy, managers foster a sense of psychological safety and create an environment where team members feel valued and supported. They will also address behaviors that undermine trust, such as favoritism or inconsistent decision-making.
Additional Resources:
7. Overemphasis on tasks and results, neglecting employee well-being
Eager and enthusiastic new managers may focus solely on achieving goals and meeting deadlines, overlooking the well-being of their team members. In a training program, new managers will learn that when employees feel supported, valued, and cared for, they are more engaged, motivated, and likely to perform at their best.
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8. Insecurity and reluctance to seek help
New managers may feel pressure to prove themselves and hesitate to ask for guidance or support. This can hinder their own growth and prevent them from effectively leading their teams. A new manager training program creates a safe and non-judgmental space for managers to openly discuss their insecurities and concerns. They build a trusting relationship, establishing confidentiality and empathy. This safe environment allows managers to feel comfortable opening up about their struggles and seeking help.
Additional Resources:
Ep 60: Building Confidence
The journey of a new manager in a startup can be filled with challenges, but with the guidance and support of a new manager training program, these challenges can be transformed into opportunities for growth and success. A development program plays a crucial role in helping new managers navigate the transition from individual contributor to leader, addressing common mistakes, and developing essential skills.
In a startup environment where every decision and action can have a significant impact, the role of a leadership coach becomes even more critical. By investing in training for new managers, startups can set their managers up for success, nurture a culture of growth and collaboration, and ultimately drive the success of their teams and the entire organization.
So, if you’re a startup founder or a new manager in a startup, consider the invaluable benefits that a training program can bring. Embrace the opportunity to work with a coach who can guide you through the challenges, help you develop crucial leadership skills, and unlock your full potential as a successful leader in the dynamic world of startups.
