The 3 Destructive Mistakes First Time Managers Make (and How to Fix Them)

Stepping into a leadership role for the first time is a defining moment in any professional’s career. It’s also one of the hardest transitions to navigate. Many organisations assume that strong individual contributors will naturally evolve into great leaders, but the reality is far more complex.

Without the right guidance, first time managers can quickly fall into destructive habits that not only hinder their own success but also impact team performance, morale, and even retention. After working with countless new managers, we’ve identified three recurring mistakes that can quietly derail leadership potential - unless they’re addressed early on.

If you’re noticing these issues in your first time managers, it might be time to rethink how your organisation supports leadership development.

So, let's explore these three destructive mistakes that first time managers make...

1️⃣ Trying to Be Everyone’s Friend

The shift from peer to leader is tricky. Many new managers feel uncomfortable asserting authority, so they default to what they know - staying “one of the team.” They avoid difficult conversations, struggle to hold people accountable, and hesitate to set clear expectations for fear of upsetting relationships.

The result? The team lacks direction, and performance suffers. Other employees become frustrated with inconsistent leadership, and the new manager quickly loses confidence. Over time, this erodes their ability to develop an authentic leadership style.

For senior leaders, the question is: Have you equipped your new managers with the skills to navigate this transition? Leadership isn’t about being liked - it’s about earning trust and respect through clear communication and decisive action.

2️⃣ Overloading Themselves

The learning curve for first time managers is steep. They suddenly have to balance:

✅ New responsibilities
✅ Leading a team while still completing day-to-day tasks
✅ Goal setting, performance management, and team development
✅ Navigating change and driving projects forward

On top of that, many struggle to delegate. Instead of trusting their team, they hold on to their old workload, leading to overwhelm, burnout, and eventual disengagement. Some may feel they have to prove their worth, leading them to take on too much at the expense of their own development.

As a leader, ask yourself: Do your new managers know how to prioritise, delegate, and manage their time effectively? Or are they drowning under the weight of their responsibilities?

3️⃣ Managing, Not Leading

Many first time managers assume their role is about hitting KPIs, fixing errors, and keeping processes running smoothly. While these are important, they aren’t leadership.

New managers often default to a task-oriented approach, focusing on output rather than the bigger picture. They struggle to:

🔹 Motivate and engage their team
🔹 Set a vision beyond immediate tasks
🔹 Develop and empower team members for long-term success

In short, they manage, but they don’t lead. Without guidance, they can become overly controlling or, conversely, too hesitant to take charge. Either way, their team will struggle to perform at its best.

As a senior leader, consider: Are your new managers equipped to lead strategically, or are they stuck in the weeds of daily tasks?

How You Can Help

The good news? These mistakes are preventable. First time managers don’t need to figure it all out on their own - but they do need structured development and support.

✅ Have you given them the tools to lead effectively?
✅ Do they understand the difference between management and leadership?
✅ Are they clear on what success looks like in their new role?

If you’re seeing these challenges in your first time managers, it might be time to take action. The right support can make all the difference between a struggling leader and a confident, high-performing one.

Want to explore how we can help your new managers step up successfully? Let’s chat. Contact us at [email protected].