Stepping into a management role for the first time is a huge step. It can create a sense of excitement and a bit of fear and that mix can create internal conflict. Many new managers wonder how to build confidence as a new manager or supervisor. This is a common feeling, and there are ways to build your confidence and thrive in your new position.
Embrace Being a Beginner
Understanding that a lack of “management” experience is normal when starting in a first-time manager role. Every manager has been in your shoes once before. New managers should view themselves as worthy of the getting the job, as they were promoted into the position for a reason – for having the confidence in their skills.
Manage Expectations
Don’t get bogged down thinking you have to be perfect. New managers often feel anxious because they think they need to have all the answers. Allow yourself time to learn.
Trial and error will be your biggest teachers, but with a little help from others, you’ll learn to navigate and learn from your mistakes. Keri Higgins Bigelow of Living HR reminds us, “Managers don’t all have to be the charismatic-on-stage kind of boss; they can also be really well-regarded and respected when they are who they are.”
Focus on your Strengths, understand your weaknesses
Each person has strengths and weaknesses. Understanding yours and your team members is a strategic starting point for exercising your management skills and building a cohesive team. One book that’s currently making waves is Tom Rath’s hugely popular title. You’re about to discover your superpowers – thanks to Strengths Finder! Imagine finally getting a clear snapshot of your skills and abilities – that’s what this assessment offers. By highlighting your hidden strengths, it sets the stage for remarkable progress in your personal and professional life. profiles your team members, highlighting their standout skills and abilities.
For instance, some team members might thrive in a collaborative brainstorming environment, while others are more effective when they have the opportunity to reflect on an idea alone. Some thrive in stability and others love a new challenge.
Knowing your teams “working genius” will help maximize individual and team performance. Learn more by reading Patrick Lencioni’s book 6 Types of Working Genius: Discover Your Gifts & Transform Your Work., and/or take the assessment.
The assessment identifies two areas of work that energize you, two that are working competencies and two that are frustrations. Understanding this for yourself and your team can be valuable when you get into certain phases of work or a project and understanding how to leverage your genius and that of your team.
Pinpointing your strengths will allow you to leverage and use them appropriately. Alternatively exploring and understanding your areas for improvement will also provide you guidance in knowing what to work on for your management skills development. Understanding and focusing on the moments that boost your energy levels, and those that may detract from that is a key starting point.
Cultivate Strong Relationships
Invest in building genuine connections with your team members. Building trust is a key foundational element in allowing them to be comfortable with admitting their struggles with you and they'll be more likely listen to your feedback and take it to heart. It’s a common element of management success, but often times is overlooked.
That’s because it’s common for a new manager to find it challenging to transition from peer to manager. A wave of apprehension can start to creep in. A step up in responsibility can trigger self-doubt in even the most confident new managers. Feelings of unworthiness whisper in their ear, making them question their ability to excel.
Remember you got the job for a reason. The skills you possess are important and respected.
Show You Value Your Team
Start with simple things, such as introducing yourself. Let them know your communication and leadership style. Forbes HR Council member, Bianca McCann, of SAP SuccessFactors stresses that “being open and authentic about your communication leadership style is key to success.”
Let the team know the importance you place on deep listening, reflection and thoughtfulness as valuable skills in your management style. Explain situations to your team so they have context. What gets your team members to commit and put in extra effort? From the get-go, your role as a manager is to cultivate an environment where your team feels seen, heard, and valued.
Communicate Regularly
Regular and effective communication is at the heart of soft skills training . Have regular, formal and informal, one-on-ones. Having virtual coffees or even setting up regular 15-minute check-ins with team members.
Aside from discussing business challenges they are facing, also make time to ask questions about favorite hobbies, foods or books, it shows you are “a competent and caring leader who values feedback”. You’re building a relationship with all your team members designed to build long-term trust.
Jason Lee of DailyPay points out “It’s difficult starting a job remotely and having no one to turn to. Virtual coffee dates can help an introverted manager quickly acclimate to their new work environment, build internal relationships and find confidence in their position.”
Offer Support and Be Open to Input
Active listening is a strength. When speaking with your team members, try not to just listen passively, but also work at active listening. In order to support this new skill set, try practicing the following techniques:
| Technique | Explanation |
| Make eye contact. | Looking at your team member lets them know you’re engaged in the conversation. It helps you tune in to their emotional state and see the conversation from their point of view. |
| Use positive body language. | Smiling or nodding encourages employees. Crossing your arms or sighing tells a different story. Be conscious of how you hold your body. |
| Paraphrase to ensure understanding. | Briefly repeat their points, for instance, you could say “So, you are frustrated with the late deliverables from Jim. Is that right? Let them clarify. |
| Don’t interrupt. | It’s easy to jump in. Your creative spark is ignited when faced with fixing a tricky situation. Try to pause, and really allow the team member to complete their thoughts. Resist offering solutions right away. |
| Ask clarifying questions. | Ready to hear the whole truth? Gather all the facts before making your move. You’re not just hearing your team member out, you’re actively addressing their concerns, and that matters. They feel valued when they have your undivided attention. |
Maria Miletic, from Blue Prism Software, notes that “a key strength that many introverts possess is listening. A strong leader is one who truly hears and absorbs what their team is telling them, letting them guide the way forward.” Forget about cookie-cutter casts – the most successful teams are built by understanding and supporting individuality. Carve out space for employees to voice their thoughts and proposal – it’s a surefire way to drive progress.
Project Confidence, Even If You Don’t Feel It Yet
“Fake it until you make it” applies to many new experiences. Being a new manager is no exception. Even seasoned managers experience this from time to time. Building confidence takes guts, sweat, and steady effort - it's often times not something you're born with, but something you cultivate over time.
Dress the Part
It may sound strange, but paying attention to your appearance boosts confidence. Dress for success. Professional appearance can garner respect and increase self-confidence as a leader. Your wardrobe can genuinely influence the way you feel about yourself and how others perceive you. Perceptions are reality for others. If we are too relaxed with how we present ourselves, others may not take us seriously. Ensure you’re presenting yourself professionally and choose clothes that make you feel good about how you look.
Projecting a confident image begins with how you present yourself. Make a strong first impression with these tips: Keep your posture straight. Smile and make eye contact when you are talking with someone.
Our body language often speaks more than our words. Be aware of your gestures, facial expressions, body position and eye contact. A firm handshake can instill respect with your team. Take a deep breath when you feel nervous or overwhelmed.
Making a strong impression starts with confidence, even if you’re temporarily faking it.
Seek Out Help
Good leaders seek support to help boost their confidence. If you find you are struggling Sarah Johnson of Perceptyx, reminds us that “The best managers ask open-ended questions, listen carefully and enlist their teams to identify and implement solutions that allow everyone to be successful.”
This doesn’t require “being on stage all day every day or having all the answers.” Good management does not require these attributes. The people you know can be a powerful catalyst for growth – tap into their potential. If you work remotely, connect with co-workers virtually, to expand your work environment.
Find a Role Model
Identify someone, whether it is in your professional circle or not, who embodies the qualities you admire. Pick apart what they do that sets them apart from others. Look at the way they lead by example and motivate their team.
Perhaps it is a past supervisor you worked under, perhaps it is a supervisor or leader in another department who can help show you how to build confidence as a new manager. Which of their good leadership qualities do you share? Which skills need building?
Take time to understand what strengths help to elevate them as an individual. Reach out to them directly and tap into their knowledge – they might just become an informal mentor. Curtis Grajeda of Level Up Capital Solutions also offers good advice to help you overcome self-limiting beliefs by “leading on a skill set you feel confident in to overcome self-limiting beliefs”.
To hone your leadership skills, start with small “one-on-one sessions and move on to group workshops as you become more comfortable leading a team.” Don’t be afraid to ask if this individual would be willing to help.
Never Stop Learning
Stepping out of your comfort zone allows opportunities for growth. Leaders understand this principle. For instance, maybe you feel confident when addressing issues one-on-one with an individual, but leading a departmental meeting or conducting a performance review is something that makes you feel unsure.
Rethink the traditional review process by infusing some creativity into your meetings – the results might just surprise you. Another area new managers may feel less comfortable is during tough conversations. Don’t forget a chance exists to use humor to defuse tense situations.
Taking the initiative to seek help is one of the characteristics of confident leaders. When you’re unsure, draw on the skills of your network. This helps you level up as a manager with new learning opportunities.
Make It a Priority to Develop Professionally
You’ve taken on the responsibilities of a new position so work on refining your existing skill sets and learning new skills, even if you’ve been promoted from within the team. Nakisha Griffin, of Ripple Effect says, “Organizations should look deeper and define who is a competent manager”.
If your employer offers continuing education, take advantage of this benefit. Pursuing an advanced degree might be helpful. If that’s something you’re considering, an MBA or Master of Science program might build your management skills.
Additional skills training in confidence, feedback, presentation or leadership can be a confidence booster. Once you have identified your weaknesses, you can start to work on and set SMART goals. Meaning, take Specific, Measurable, Attainable, Relevant and Time-bound steps to tackle weaknesses, so that you don’t become overwhelmed or give yourself unrealistic expectations. When you complete a SMART goal, a motivational high five is just the beginning – it propels you towards even greater achievements.
Embrace Self-Care
New managers often don’t schedule in personal time to give them the chance to recharge. For many managers, the bottom line becomes the only line that matters. Take care of yourself. Taking on more responsibilities means gearing up for a marathon, not a sprint – stamina is essential. Being in management means you are responsible for others performance, on the job well-being and supporting their career success. This can be draining if you don’t take time to recharge and de-stress.
Create a System
Set time aside to eat a healthy and nutritious meal each day. Invest in 7 or 8 hours of quality sleep. Exercise a minimum of thirty minutes a day.
Take a walk, hike, do yoga, go to the gym, or take dance classes. What you do isn’t as important as simply finding a type of exercise you enjoy, and sticking to it. As a result, your mind can have more room to breathe and capacity to problem-solve more effectively.
Celebrate Your Achievements
Acknowledging both your team and your individual successes goes a long way towards the developing process. Jennifer Marszalek of Home Chef, points out that “a manager doesn’t need to “be on stage all day every day.” It’s important to celebrate overall team successes.
Lead Authentically and Offer Support to your Team Members
It can be stressful when you step into a role where you manage a former peer. Learning how to build confidence as a new manager boils down to simple things. Leverage your existing relationship, celebrate their successes and offer genuine support.
Think back on any past mentors or great managers you had the privilege of working under. Managers understand that it’s helpful to “look for and recognize the wins of others”. Imagine having the faith in yourself to take bold action and to start making it happen.
Perhaps most importantly learn how to manage unrealistic expectations. Eric Friedman, from eSkill, notes, “usually it’s because they possess a skill that was missing in the team’s prior management. Recognizing the fresh perspectives and talent they introduce is essential. Solid relationships are forged when commitment meets consistency. It’s a one-two punch that yields something much greater than the sum of its parts – strong bonds and mutually beneficial partnerships.
Don’t forget, learning how to conduct great meetings or have a difficult conversation are all skills that are critical. Confidence doesn’t just magically appear, it is a quality you build.
FAQ’s on How to Build Confidence as a New Manager
How to gain confidence as a new manager?
Setting yourself up for success begins with knowing what to expect. The learning process happens daily as you build management experience. Foster a culture of open dialogue and trust among team members. Recognize and celebrate both your team’s successes and your individual successes. Stuck? Draw on the same strengths that got you promoted in the first place, and don't be too proud to ask for a little backup when you need it.
How do I build confidence with my boss?
Ask your supervisor about any specific areas of improvement that they think are important and check in with them often about your progress. Schedule regular meetings so you are on the same page about performance. Go to them when problems arise and be open to suggestions and constructive criticism.
How do you increase leadership confidence?
Identify a role model. Someone who embodies those management styles you admire. Analyze their traits. Take advantage of the wisdom of people you respect by asking for their thoughts – you might just stumble upon a fresh perspective. Continuously learn. Practice those areas where you lack confidence and remember practice boosts this.
How could you develop your leadership skills and gain more confidence in a managerial position?
Take time to get to know each team member’s needs and communicate clearly with them to develop mutual trust and open communication. Build on individual talents and honestly acknowledge areas that need improvement. With this solid groundwork in place, you and your team can start outlining clear plans of attack, rooted in a shared commitment to steady, step-by-step progress.
Conclusion
You don’t magically wake up one morning with all the answers as a great manager – it’s a skill that develops over time. Building confidence as a new manager means taking the leap to support your team and cheering on their successes – yours included. Leadership is a marathon, not a sprint – pace yourself and prioritize your own well-being to unlock your full potential.
