How-to: Navigate the transition to people manager with less stress

How-To: Navigate the transition to people manager

A lot changes when you become a manager. You may not have realized what would change when your title did. You can't rely on the same skills to be successful. Now, you're responsible for your work and the success of others.

As with any change, this one's an exciting, nerve-wracking, and intense one. So, how do you navigate this change in your day-to-day work?

1 - Label the Change

Writing down what’s changed is a solid first step. Sometimes just acknowledging change can reduce the stress associated with it.

Here are some examples:

Reflection:

Self-awareness is a major strength for the best people managers. If you haven't already, reflect on the questions below to better understand how you are (or have) navigated the transition into people management.

• What changes are you navigating in people management?
• Are you letting go of any responsibilities or work you love?
• Have you encountered specific challenges, excitement, or surprises?
• Who can you get good feedback from as you learn in this role?

2 - Change Manage Yourself

1. Spend time discussing what has changed with your manager even if things are moving fast. There may be aspects of the role that are not clear. We provide a detailed set of topics to talk through with your manager in this week’s LevelUp 30. Defining the change with your manager means less confusion and more time spent on forward progress.
2. There may be aspects of the role that require extra attention. Don’t be afraid to ask for help. Books, podcasts, colleagues, HR, and friends are great resources. Of course, we created The Mintable to help managers like you build the right skills, connect with peers, and adopt best practices.
3. Share about the change. It’s important to share your new role with others. You and your manager should craft a communication plan. Ideally, your manager can share about your new role and why they are excited to have you in it. This can be a written or in-person update. We recommend in-person with your direct team and writing for partners in the business.
4. While your change in title and role happens in a day, a transition like this happens over time. You won’t know how to own every part of management right away, but you can own the learning process. Set up clear feedback checkpoints with your manager. Ask your direct team and partners for feedback. We recommend 30-60-90 day check-ins to give you enough time to find your stride between touch points.
5. Remind yourself why. Change never feels good. It can help to remind yourself why you’re going through it. For you, it might be empowering other people, having a greater business impact, getting paid more, shaping team culture, etc. Whatever it is, write it down somewhere visible. This can motivate you through the hard stuff.

Keen for more support as a new manager? The Mintable is here to help - with cohort-based learning, practical tools, and a community of managers.

Want to support the soon-to-be and brand new managers in your company? We have a high-impact workshop made for your team - From IC to Manager: Nail the Transition.

Get in touch today to boost leadership confidence and capability.