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Why do companies of all sizes around the globe take technically proficient performers and anoint them managers without providing proper development to ensure success?

Through no fault of their own most new managers often make one of seven mistakes that can lead to untold nightmares.

MISTAKE 4. UNCLEAR BOUNDARIES

Ask anyone that has been promoted internally and they will tell you one of the most challenging things is going from being ‘one of the guys' to 'the boss' ... some will still socialise with their former drinking buddies casually sharing personal and company information. This sends mixed messages to your staff. People don’t know whether you are going to pull rank or behave as a peer. As a result, trust dwindles.

Remedy: New role, new peer group

The mistake many new managers make is to expect relationships to remain the same. Unfortunately, they cannot. Be supportive, objective, and available, but realise you are now someone who directs their work. You may be their equal, but you are not their peer.

Your peers are now other supervisors and managers at your own level. Spend time building peer relationships with your new colleagues. Although you listen to and address team concerns, refrain from voicing your own views.

You can still have lunch with you team, be supportive of their professional and personal concerns, and participate in after- hours activities. It may feel like it’s a one-way relationship, but these are the realities of your new job.

MISTAKE 5. LACK OF VISION

Most managers experience a honeymoon period during which manager and staff get to know one another, learn about each other’s work styles and, in general, cut each other a bit of slack. Eventually your staff will expect leadership in the form of vision and direction.

Vision is what transforms groups from marching in place to seeing the possibilities in situations and cashing in on them.

Remedy: Establish a joint vision

Use staff meetings to talk about the importance of vision and to develop your own teams vision. Not only is this a good way to pull the team together, but it’s also the ideal use for staff meetings. So how do you create a vision? Ask these 3 questions: (1) How do we want to be perceived by others? (2) How do we add value to this organisation? (3) How do we want to personally benefit from our vision?

MISTAKE 6. RESISTANCE TO FEEDBACK

Every so often, take a step back. Be smart enough to recognise that you may actually be contributing to some of the team’s problems. It is not uncommon for managers to rely on the same skill set that worked for them in the past. Remember that your new role requires new behaviours.

Remedy: Don’t be afraid to ask

Imagine calling everyone together and saying, “I feel a certain tension in the department. I’d like us to talk openly about it. Is there anything I should know about?”

When caught off guard, good managers use simple listening techniques to understand how people feel, and take suggestions for improving the situation.

Getting feedback can be as simple as asking for it. In one-on-one meetings, don’t be afraid to ask your staff what they need from you to be more effective.

MISTAKE 7. BLIND ADHERENCE TO RULES

Rules and policies are important in establishing order in most organisations. But the seasoned manager knows that rules sometimes need to adapt to each person and situation. Otherwise, you face the risk of staff spending inordinate amounts of time looking for ways to get around the rules. Realise that if you give conformity, you’ll often get conformity back.

Remedy: Get creative with your problem solving

When it comes to managing people, what you give is what you get. Managers who go that extra mile for each staff member (and not just a select few!) can be hugely rewarded. Show a willingness to take a calculated risk on behalf of your team and you’ll often see loyalty and productivity as a result.

Read Part 1 here.

Dr Lois Frankel has kindly allowed us to publish this, Premium member Rachel Zerr edited this for the Business Chicks community. Request Rachel's online business card and connect with her here.

Dr Lois Frankel is the author of Australia’s bestselling books Nice Girls Just Don’t Get It and Nice Girls Don’t Get the Corner Office, topics she spoke about to Business Chicks.