Yes, You Ready to Become a Manager

In addition to assembling tangible examples that demonstrate your managerial credentials, take an objective assessment of the gaps in your experience, knowledge, and management skills. To determine which skills and knowledge you need to improve or develop to become an effective first-time manager, ask yourself these 10 questions.

Transitioning into management for the first time is a significant career milestone. I can still remember the precise moment when I learned that I would lead a team. I had patiently, but persistently, pursued my promotion. I strategically changed jobs to put myself on an expedited track to management at a large firm with a great reputation. I was convinced I was ready. After I celebrated the announcement of my ascent to management, I quickly discovered that I had a lot to learn.

My decision to pursue a promotion began with analyzing the leadership landscape at my workplace. I started mentally comparing my own strengths and accomplishments with theirs. I found myself thinking about occasions when I’d been publicly praised by someone important about the impact of my work, or of moments when someone thanked me privately for completing a significant task.

As a career coach, I hear similar stories from the professionals I support who are actively pursuing promotions. Your results, abilities, and external validations matter. But to become an effective manager, it’s essential to uncover what you don’t know yet. In addition to assembling tangible examples that demonstrate your managerial credentials, take an objective assessment of the gaps in your experience, knowledge, and management skills.

I say this with emphasis, not to hold you back, but to propel you forward. To be a strong manager, you need to be a problem-solver at the highest level. As you prepare for your next step, I want you to think beyond proving you’re ready for a promotion. I want you to be proactive in creating a career-growth plan that will enable you to navigate the transition and continue to learn in your promoted role.

My work as a career coach is centered on asking questions, reflecting on the responses, identifying gaps and weaknesses, and coming up with steps to address them. As a first step, the self-assessment questions I draw upon in coaching sessions can start to ignite ideas and illuminate challenges. To determine which skills and knowledge you need to improve or develop to become an effective first-time manager, ask yourself these 10 questions.

Management Skills

What’s my leadership style?

Your leadership style derives from a mix of your strengths, personality, and values coupled with your vision and goals. Reflect on each of these components and then decide what you want to be known for. Remember, you can adapt your approach over time as you continue to learn and advance.

How can I help my team develop?

Understanding how to measure performance and assess gaps and growth opportunities on your team will be essential in your role as a manager. Take time to think about how your promotion may impact team structures and dynamics. Brainstorm potential opportunities to play a key role in developing the team.

How will I prioritize and delegate work effectively?

I’m frequently asked to support managers who are struggling to meet competing demands. Learning how to prioritize and delegate effectively will make or break your success as a team leader. This will take time to figure out. As you do, continue to ask yourself questions like: What will I need to stop doing? What will I need to do more of? What will I need to maintain? How will I provide oversight and accountability?

Am I a good public speaker, and can I lead meetings?

How you communicate as a manager is a key driver for how you assign work, drive engagement, and share information with multiple stakeholders. This is often done via meetings. As you prepare to take the next step into management, do an honest appraisal of your communication skills and assess your comfort level when it comes to leading meetings and presenting to larger groups.

How do I deliver constructive feedback and resolve conflict?

Providing guidance, addressing performance gaps, and solving problems are important managerial responsibilities. Consider issues you may have witnessed with coworkers regarding processes, projects, or interpersonal dynamics. What did you learn from what you observed? What skills will you need to manage performance and resolve conflict if the need arises?

Knowledge

What are your company’s policies for health, safety, and regulatory requirements?

Your company’s HR team will take the lead in ensuring employees undergo necessary training on company policies, but now’s a great time to familiarize yourself with your employee handbook and HR resources. As a manager, your team members will come to you with questions, and you’ll be responsible for helping ensure company-wide compliance with protocols and policies.

Am I familiar with state and federal employment legislation?

Again, your HR team will be responsible for employment law guidance that impacts how you work, and it’s smart to familiarize yourself with company guides and to keep up to date with any relevant news or discussions of legislative changes. A prime example of rapidly changing regulations occurred during the pandemic when the U.S. federal, state, and local governments introduced new Covid-19 workplace protections to safeguard the health and safety of workers.

How will I handle queries related to the company’s compensation strategy, profit sharing, benefits, and equity planning?

As an employee, understanding the composition of your paycheck is important. As a manager who’s responsible for a team, you’ll likely receive queries from team members related to compensation, benefits, and time policies. Following your promotion to a management role, you’ll need to be prepared for confidential conversations that may include eligibility for overtime pay for exempt and nonexempt employees, financial data from fiscal year cycles, open enrollment periods for benefits, and company protocols for compensation decisions.

Have I participated in the full recruitment process?

As a manager, you’ll be required to participate in the execution of staffing plans. The full cycle of recruitment ranges from assessing needs and creating job descriptions to selecting candidates, extending offers, and onboarding new hires. If a promotion will signal your first time participating in the recruitment process, be prepared to ask your HR team for guidance on procedures and best practices.

Do I know the latest diversity, equity, and inclusion best practices?

Understanding if your organization has DEI guidelines or resources will help you answer questions or clarify processes you’ll oversee in your role. In addition, you can continue to track broader DEI developments and news that may impact your new responsibilities. A current example is the rollout of new salary transparency laws to address pay equity in an increasing number of states, including Rhode Island, Washington, New York, and California.

Pursuing a promotion effectively is about more than just landing a new title. It’s a valuable opportunity to consider the strengths, traits, expertise, and knowledge that will support you, as well as the weaknesses, skills gaps, and lack of exposure that could make you less effective in the long run. With an objective assessment, you can create actionable next steps to set you up for future managerial success.