You’ve just been promoted from individual contributor to new manager.
It’s supposed to feel like a leap forward.
So why can it feel like a step back?

Because now, you’re not aiming for performance — you’re aiming for leadership.
And as the saying goes: what got you here won’t get you there.

You’re not sliding backward — you’re evolving.
You earned that promotion. You were the expert.
Now you’re the learner again, questioning yourself, making mistakes, feeling exposed.

It's very normal.

What is the real problem new managers face?

They confuse discomfort with decline.

When you step into leadership, a lot of things shift overnight.

As an expert / individual contributor:

✅ You were confident — you knew your craft inside-out.
✅ People came to you for advice; you were the go-to person.
✅ Mistakes were few, and mostly minor.
✅ You were respected for your skill and consistency.
✅ You showed results; fast and visible.
✅ You were used to working inside your comfort zone.
✅ You were responsible for your own performance.

As a new manager:

❗ You doubt yourself again, having a hundred questions.
❗ You seek advice, because now your focus is people.
❗ You make more mistakes, also big ones, more people see them.
❗ Respect has to be earned for a completely different role.
❗ Results take more time, and more invisible work.
❗ You need to get used to live outside your comfort zone.
❗ You are responsible for your team.

Red exclamation marks are just green check marks in disguise. Because you’ve done this before.

Different animal, same principle

Before you became a master of your craft, you were a beginner too. You made mistakes, asked for help, doubted yourself - and you learned. Over time, repetition turned into confidence, and confidence turned into mastery.

Now you’re doing the same thing again — just with a "different animal": Leadership.

The principle hasn’t changed.
To become great at anything, you start small, learn and apply, stay consistent, and grow through experience.

Of course, this time it feels different. You’re in the spotlight and more people are watching. You want this transition to be seamless -  to prove you deserved that promotion.

You want respect, results, and confidence to show up instantly.

But just like before, it takes time. The good news is, it usually takes less time, because you already know how to learn, reflect, and improve.

So don’t mistake repetition for regression. You’re not going backward — you’re replaying the same growth loop that made you great in the first place.

like I said: different animal, same principle.

Why does this matter for new managers and their teams?

Because the way you interpret this phase defines your leadership foundation.

If you see discomfort as failure, you’ll retreat into control; doing instead of leading. You’ll try to prove your worth instead of building your team’s.
If you see discomfort as the learning zone, you’ll grow faster, and so will your team.

And if that's not challenging enough in its own: according to research widely cited from CEB Global (now Gartner), around 60% of new managers fail within their first 24 months - not because they aren’t capable, but because they lack the proper training, skills, and support needed to make the complex transition from individual contributor to leader (as reported by Wharton Executive Education, 2024; Fast Company, 2020).

So it's a two-sided challenge: internal (mindset) and external (proper support). But you can influence both.

How can new managers navigate this transition better?

By turning awareness into deliberate practice.

Here’s where to start:

1. Build clarity — your foundation
You can’t focus or lead others without clarity.
Get clear on your role, your team’s purpose, and what success actually looks like.
Clarity drives focus. Focus drives results. That’s my HOUSE^TM model in motion.

2. Accept the discomfort zone
You can’t grow without it.
Every “I don’t know” moment is a doorway to the next level of leadership. Step through it and keep walking.

3. Redefine results
You used to measure success by what you achieved.
Now, it’s what your team achieves — even if your fingerprints aren’t on every outcome.

4. Communicate more than you think you should
Leadership lives in communication.
People don’t need you to have all the answers — they need you to be clear, consistent, and human.

In fact, people like to be asked about their views, ideas, struggles, suggestions...And they love when their input translates into improvement of the process, product, service, or team.

5. Seek support
Leadership is learned faster with perspective.
Talk to your peers, mentors, or a coach. Why wouldn't you want an accelerated transition?

What does this look like in practice?

When I became a manager for the first time, I kept trying to justify my promotion — by doing more of what had worked before.
I overworked, over-controlled, and over-delivered. Then one day, my boss asked:

“Gregor, do you want to keep being the best doer — or become the best leader?”

That moment shifted everything.
I realized I wasn’t supposed to do more — I was supposed to enable more.
Once I focused on my team instead of my own performance, everything changed.

What are the key takeaways for first-time leaders?

1.) Feeling like a beginner again means you’re growing.

2.) Leadership is a new craft — and you’re learning it by the same principle you learned your last one.

3.) Confidence follows clarity, not the other way around.

4.) Discomfort isn’t decline — it’s transformation.

5.) You’re not starting over; you’re leveling up.

FAQ

Why do I feel less confident after being promoted?
Because your identity is catching up to your new reality. You’re learning a new craft, and that always begins with doubt.

How long does it take to feel confident again?
Typically 6–12 months. Faster if you intentionally focus on clarity, communication, and support.

What if my team doesn’t respect me yet?
That’s normal. Respect in leadership is earned through your actions. How you show up every day. My approach to leading new teams was always: "I know I have to earn your trust. However, right now, I don't have any reason not to trust you."

How can I speed up my transition?
Use structure. Define what matters, clarify expectations, and build daily habits around them. Get yourself a mentor or a coach. That accelerates everything.

Final thoughts

You’re not losing your edge - you’re sharpening it in a new direction.
Every question, mistake, and doubt is proof that you’re stretching.

You’ve earned your promotion. Now it’s time to earn your leadership.

🎯 Join my free Clarity Workshop (click below) and discover my HOUSE^TM model to learn how to lead with clarity, focus, and structure from day one.