Any professional newly promoted to a management position faces a learning curve—and new challenges. It’s important for those new to a leadership role to realize that they don’t have to blaze a trail alone. The human resources team can offer valuable insights into team dynamics, company policies and more that can help new managers establish a firm footing and thrive in their new role.
So what kinds of tips can HR offer to help those new to leadership overcome those first critical challenges? Below, 12 experts from Forbes Human Resources Council share their experience and expertise.
Members of Forbes Human Resources Council share ways HR can help new managers adjust to a leadership role.
Photos courtesy of the individual members.1. Knowing Who To Trust
Knowing who to trust is a major challenge. Yes, HR is here for new managers, but if we aren’t viewed as credible, integrity-driven influencers, why would a manager entrust us with their career navigations? This is why every HR professional should be a business partner at heart. - Nakisha Griffin, Virtual Enterprise Architects
2. Learning The Organizational Culture
New managers do not become experts on the organizational culture right away. It will take time to build a depth of understanding. HR can be a real ally here for a new manager who might not want to have a misstep in the gray areas. Work with an HR business partner. Ask questions and get insight. - Dr. Marcia F. Robinson, Raye Martin Group LLC
3. Building A Supportive Network
New managers need a network of mentors and sponsors who can guide and support them on the leadership journey. HR leaders can arrange for mentorship and sponsorship opportunities and generally facilitate network development. This support must be in place during the first three months in a new management role, so the earlier a manager reaches out to HR for guidance the better. - Heide Abelli, Boston College
4. Understanding The Balance Of Power
A challenge new leaders face is clearly understanding the balance of power and the agendas of high-level stakeholders. HR serves every leader’s competing demands and must effortlessly navigate and balance those various demands. HR should be a visible value-add partner everywhere in the organization and in touch with the pulse of the organization at all times. Sharing this knowledge with new leaders—not hoarding it—will help them succeed. - Bryan Passman, Hunter + Esquire
5. Giving Effective Feedback
New managers often do not know how to give feedback effectively to their team members. HR can help you deliver feedback effectively. Giving feedback is not a skill many are explicitly taught, but it is crucial to the success of new managers. HR can help you craft feedback and flex “muscles” that may not have been used before. - Katherine Myers, Respondent.io
6. Driving Results Through Others
Becoming a leader requires you to drive results through others, which is often the most significant shift in focus that you can make within your career. Ensuring that new leaders are appropriately assimilated to their team, the business expectations and the company’s leadership philosophy are all areas where HR plays a critical role. - Jennifer Garrard, Brother USA
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7. Doing More With Less Time
First-time managers must do more with less time by juggling between team needs and personal effectiveness. As a leader, they are learning to guide the team and build their reputation while at the same time working to be a productive employee. HR could help through orientation programs that train for time-, relationship- and team-management skills. Mentor circles set up by HR could help in leading with authority. - Kumar Abhishek, S&P Global
8. Having Difficult Conversations
Having difficult conversations—whether about performance, compensation or employee issues—often presents one of the biggest challenges for new managers. The HR team can help by proactively providing frameworks, models, “just in time” micro-learnings and real-time coaching to help new managers navigate these waters sensitively and appropriately. - Tracy Cote, Zenefits
9. Being Too Lenient Or Too Strict
New managers are often either too lenient or too strict. Working out where their values and boundaries lie is important. If they can see HR as an enabler—not process enforcement—they will be able to build a high-performing team. Working closely with HR can reduce the workload of a manager while delivering a better culture and performance from the team. - Karla Reffold, Orpheus Cyber
10. Assuming You’ll Succeed Without Help
A major issue with new leaders is assuming that what made them successful in the past will make them successful in the future. Sometimes, simply admitting you don’t know the answer when you encounter an unfamiliar situation is all it takes to be more effective, as well as recognizing that it isn’t a sign of weakness to partner with or be coached by your HR team. - Philip Burgess, C Space
11. Having A Growth Plan For Direct Reports
Having a growth and development plan for your direct reports is a challenge for new leaders. Beyond managing day-to-day activities, leaders have a responsibility to further develop the skills of their team members, and as a new leader, this can feel overwhelming. HR can help build and manage these development plans. - Jenna Hinrichsen, Advanced RPO
12. Letting Go Of ‘Doing’ And Starting To Lead
One challenge a new manager often faces is letting go of “doing” and starting to lead others to do. Many new leaders have been promoted because they were good at what they do, but as a leader, they must achieve results through others’ doing. HR can help a new leader by creating an individual development plan that includes coaching, skill drills and having a seasoned leader mentor the new leader. - Bridgette Wilder, Wilder HR Management & EEO Consulting
