1. Giving Clear Expectations

The struggle: New managers often assume their team knows what success looks like. Without clear guidance, employees can feel lost, frustrated, or unmotivated.

How to improve:

• • Break down projects into specific outcomes, not just tasks.

  • Communicate priorities early and often.

  • Confirm understanding by asking team members to recap what they’re taking on.

*Tip: Clear expectations don’t just improve performance—they build trust.

2. Holding People Accountable

The struggle: It’s easy to avoid uncomfortable conversations, hoping issues will “fix themselves.” New managers often fear conflict or damaging relationships.

How to improve:

• Address small issues before they become big problems.
  
  

• Focus on behaviors and results, not personality.
  
  

• Schedule regular check-ins to review progress and provide feedback.
  
  

*Tip: Accountability isn’t about punishment—it’s about clarity, fairness, and helping people succeed.

3. Delegating Effectively

The struggle: Many new managers either hold on to work too tightly or dump tasks without context. Both extremes can frustrate teams and burn managers out.

How to improve:

• Identify tasks that only you can do versus tasks your team can handle.
  
  

• Give context, authority, and resources when delegating.
  
  

• Follow up strategically—enough to support, not micromanage.

*Tip: Delegation is not weakness; it’s multiplying your impact.

4. Navigating Difficult Conversations

The struggle: Whether it’s addressing performance issues or giving critical feedback, new managers often freeze or sugarcoat the message.

How to improve:

• Prepare your points and desired outcome ahead of time.
  
  

• Use a neutral, specific, and fact-based approach.
  
  

• Listen actively and invite the other person’s perspective.
  
  

Tip: Difficult conversations done well strengthen trust and respect—they don’t destroy it.

5. Leading with Emotional Intelligence

The struggle: New managers often focus on tasks and results, forgetting that people are human beings with emotions, motivations, and needs.

How to improve:

• Practice self-awareness: notice your reactions and triggers.
  
  

• Tune in to your team: ask questions, listen deeply, and observe non-verbal cues.
  
  

• Respond, don’t react: take a moment to choose a thoughtful response.
  
  

*Tip: Emotional intelligence isn’t just “soft skills”—it’s a productivity and engagement booster.

A Final Thought

Leadership is a skill you grow over time. Struggling with these five areas doesn’t mean you’re failing—it means you’re learning. Tools, reflection, and intentional practice make the difference.

If you’re ready to strengthen these skills, check out our Leadership Starter Kit—a free resource designed to help new managers lead with clarity, courage, and confidence.