Everyone Deserves a Great Manager

Why should it matter that you’ve never had leadership training? The truth is, when you become a manager, learning on the job isn’t enough – you need tools to lead effectively while fostering your team's success and well-being.

1. Leadership Isn't Innate – It's a Skill You Must Learn

Many companies promote high achievers into manager roles, assuming success in one role guarantees competence in another. The author, Scott Jeffrey Miller, learned this the hard way during his first management position, which ended in demotion. He discovered that being a great leader isn’t about enforcing rules or achieving results alone, but about building relationships and empowering team members.

The promotion-to-manager process often lacks formal training. Statistics show that most first-time managers wait more than a decade before receiving any leadership instruction. This leaves teams subject to trial-and-error leadership, which affects morale, productivity, and mental health.

Managers must prioritize developing leadership skills early. Just as pilots train rigorously before flying, first-time managers should invest time in understanding how to lead well. This benefits not only their teams but helps them thrive in their new role, managing stress and achieving goals.

Examples

• Miller's micromanagement drove team discontent, leading to his demotion.
• Statistics show most new managers don't receive formal training for over 12 years.
• Untrained managers risk harming employee growth and workplace health.

2. Focus on Team Success, Not Personal Goals

When transitioning to leadership, high performers often forget their new role is to support others' success. Take Carolyn's example: a talented saleswoman promoted to manager. She continued saving deals herself instead of letting her team learn and fail, stalling their development and earning distrust.

Effective leaders learn to recalibrate their measures of success. It’s no longer about what they can accomplish on their own, but about enabling their team to achieve shared goals. Allowing team members to make mistakes builds their confidence and capabilities.

By making your team the center of your focus, their skills and confidence grow, which supports long-term organizational success. Personal deliverables take a backseat to empowering others, sustaining results.

Examples

• Carolyn undermined her team by taking over client meetings and solving problems herself.
• Managers who focus on supporting employee growth foster trust and skill.
• Shifting focus from personal achievements to team results improves overall performance.

3. Hold Meaningful One-on-One Meetings

Regular one-on-ones provide a structured space for team members to feel seen and heard. As seen with Joanna, a stellar employee left her company because her boss didn’t use meetings to connect meaningfully. She needed coaching, not rushed updates.

These meetings let managers address personal goals, professional challenges, and aspirations of individual employees. They uncover insights about team dynamics and give employees confidence they are valued beyond their job role.

By creating a safe space for open dialogue, managers can coach effectively and make these meetings a cornerstone of team development.

Examples

• Joanna's resignation highlighted the lack of personalized leadership involvement.
• Team members may share hidden challenges during effective one-on-ones.
• These sessions foster trust, motivation, and improved performance.

4. Connect Work to a Bigger Vision

When employees don’t understand the “why” behind their tasks, their motivation plummets. Managers who clarify how individual contributions align with the company’s mission inspire ownership and higher-quality work.

Craft meaningful goals rooted in the company's vision. Once established, break them into actionable steps, involve the team in planning, and assign clear responsibilities. Regular check-ins reiterate purpose, keep distractions at bay, and maintain focus.

When people see how their work impacts the bigger picture, they approach projects with pride and enthusiasm.

Examples

• A team producing underwhelming results clicked when their manager tied tasks to customer satisfaction.
• Goal alignment workshops lead to greater team ownership.
• Clear vision statements improve motivation and productivity.

5. Feedback Should Guide, Not Criticize

Feedback is critical, but how it’s delivered determines its effectiveness. Instead of criticizing, reframe feedback as a tool that helps employees grow. Reinforcing feedback praises good behavior, while redirecting feedback addresses behaviors requiring change.

The author recalls receiving blunt feedback at a restaurant job, which felt demotivating. In contrast, constructive feedback requires sparing judgment and working collaboratively on improvement plans.

Managers who thoughtfully balance praise and correction help their teams thrive. Always clarify the "why" behind the feedback and focus on desired outcomes.

Examples

• At Sunset Grill, the author’s boss missed an opportunity to frame feedback constructively.
• Reinforcing positive contributions boosts employee morale and guides development.
• Redirecting unproductive behaviors prevents harm while inspiring improvement.

6. Change is Constant – Help Your Team Through It

Navigating change is one of the hardest tasks a manager faces. Whether it’s new software or company restructuring, employees often panic and struggle to adapt. Managing change requires addressing both practical and emotional concerns.

An effective approach involves guiding teams through four phases: disrupting the status quo, tackling initial uncertainty, implementing plans, and adjusting to the new normal. Explaining the "why" behind changes and offering support eases anxiety and fosters resilience.

Managers turn change into opportunity when they delegate smaller tasks, help employees regain control, and instill confidence to face the future.

Examples

• Leaders who focus only on processes overlook employees' emotional struggles.
• Team input during planning phases reduces resistance to change.
• A clear action plan eases transitions by providing structure.

7. Manage Your Energy for Sustainable Leadership

Burnout is common among managers, but understanding your natural energy cycles can help. Recognizing when you're most alert allows you to tackle demanding work at peak productivity. This approach prevents overworking and unnecessary exhaustion.

Equally important is learning to say no. Evaluate if a task aligns with your priorities as a leader, and politely decline those that don’t. Being selective maximizes time and resources for projects that truly matter.

Balancing energy and time boosts your productivity and helps your team without sacrificing your personal life.

Examples

• Managers who plan work around natural energy patterns enhance focus and output.
• Saying no frees up time to prioritize meaningful goals.
• Reclaiming personal time safeguards health and relationships.

8. Build Resilience in Your Team Through Trust

Mistakes are an essential part of growth, but employees won’t take risks if they fear backlash. Great managers create psychological safety, where team members trust they can innovate and fail without judgment.

By framing mistakes as opportunities to learn and improve, leaders set an example of resilience. They emphasize progress over perfection, fostering a team culture that embraces challenges.

Encouraging accountability, rather than blame, ensures mistakes lead to actionable lessons, empowering employees to take bigger steps forward.

Examples

• Teams that embrace learning from failure innovate more effectively.
• Leaders who accept their own mistakes model growth and openness.
• Mistake-friendly environments boost creativity and skill development.

9. Tailor Praise to Individual Preferences

Not everyone responds to feedback in the same way. While some employees thrive on public acknowledgment, others prefer private praise. Understanding individual preferences ensures praise feels meaningful and relevant.

Observe which environments each of your team members feels most comfortable in. Ask simple questions about what makes them feel appreciated. Use this knowledge to adapt how you show gratitude.

Personalized recognition builds trust, motivates employees, and strengthens workplace relationships.

Examples

• A quiet performer preferred a handwritten note over public recognition.
• Team members who enjoy meetings excel when praised in front of peers.
• Tailored praise reduces discomfort while boosting morale.

Takeaways

1. Schedule regular one-on-one meetings to connect with each team member as an individual, focusing on their needs and growth.
2. Observe and document your natural energy levels throughout the day, then plan your tasks to match those peaks and troughs.
3. Develop a habit of delivering reinforcing feedback often and redirecting feedback constructively, avoiding judgmental language.