Moving from being “one of the team” to leading the team is one of the most exciting and challenging career transitions a professional can make. It’s often a promotion earned through hard work, expertise, and reliability. But the skills that made you a great team member aren’t always the same ones you’ll need as a manager.
How do you successfully navigate the transition from colleague to leader?
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Redefine Your Role and Your Relationships
One of the most challenging aspects of becoming a manager is adjusting to new relationships. Yesterday, you took coffee breaks and vented about workloads with your peers. Today, you’re the one assigning tasks, giving feedback, and representing the team to senior leadership.
This doesn’t mean abandoning those relationships, but boundaries shift. Your new role means being fair, objective, and consistent, even when it feels uncomfortable. Focus on building respect over popularity. Your former peers need clarity, leadership, and support more than camaraderie.
In my first managerial role, I recall struggling with how to redefine the boundaries with some of my new team members, many of whom were friends. It was challenging to strike the right balance at first. However, by setting first meeting schedules and being transparent about roles, responsibilities, and expectations, everything became easier and more precise over time.
Top Tip: Set up 1-to-1 meetings early. Acknowledge the transition and invite open communication. Transparency helps build trust.
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Develop a Leadership Mindset
You’re no longer responsible just for your output; now, your success is measured by your team’s performance, growth, and morale.
That means:
- Looking at the bigger picture
- Thinking strategically
- Communicating with purpose
- Making decisions that benefit the team and organisation
It can feel overwhelming, especially if you haven’t had much preparation. The key is to shift from “doing” to “enabling” your role is to create the conditions where your team can thrive.
I find that being organised with my workload enables me to both complete operational tasks and make time to plan for the future and manage larger projects.
Top Tip: Ask yourself daily: “What does my team need from me to succeed today?”
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Get Comfortable with Feedback – Both Ways
Providing feedback to people who used to be your peers can be tricky. Many new managers shy away from it to avoid conflict or discomfort, but silence breeds confusion, frustration, and underperformance.
Equally, be ready to receive feedback. You’re still learning, and your team will notice things you might miss. A manager who invites honest input creates psychological safety, the foundation of high-performing teams.
This was a crucial aspect when I was navigating my early days as a manager. I learnt to invite feedback on the back of meetings and 1-2-1s, and this encouraged honest and open dialogue within the team.
Top Tip: Use feedback frameworks like SBI (Situation-Behaviour-Impact) to maintain objectivity and constructiveness.
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Embrace the Learning Curve
You don’t need to be perfect. Trying to prove yourself by over-controlling or micro-managing is a common trap.
Instead, be open about the fact that you’re learning too. Great managers aren’t know-it-alls — they’re curious, reflective, and responsive.
It’s vital to seek support. Ask for training. Find a mentor. Management is a skill set, not just a job title.
Top Tip: Keep a journal of your wins, lessons, and questions each week. Reflection accelerates development.
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Set Clear Expectations and Communicate Consistently
One of the fastest ways to establish credibility is by being transparent about goals, standards, and responsibilities. Your team wants direction, not guesswork.
It’s better to overcommunicate at first. Consistency builds stability and trust, especially in the early days when everyone is adjusting.
Top Tip: Hold a team meeting early in your new role to clarify priorities and address any questions.
Final Thoughts
Stepping into management for the first time is both rewarding and demanding. It requires a shift in mindset, behaviour, and purpose. But with the proper support, tools, and self-awareness, you can lead confidently and make a real impact.
At Aim Higher Training, we specialise in helping first-time managers build competence, confidence, and leadership clarity through accredited qualifications and coaching. Let’s make your leadership journey one of success, not stress.
We’d Love to Help
Whether you’re an HR leader, L&D professional, or team head looking to support first-time managers in your organisation, we’re here to help.
Our Management and Coaching Programme is designed to make a real, lasting impact not just on individual performance, but on team culture, leadership capacity, and business growth.
- Get in touch today to explore how we can tailor a solution for your team.
- Visit: aimhighertraining.com
- Email: [email protected]