Top 5 Mistakes New Managers Make and How to Avoid Them | Leadership Tips

Stepping into your first management role is exciting - and a little terrifying.
You’ve gone from being the person who does the work to the person responsible for guiding how it gets done.

It’s one of the hardest transitions in any career. And like most things in leadership, there’s no perfect playbook. But there are a few mistakes that nearly every new manager makes - and the good news is, they’re all avoidable once you know what to look for.

Here are the five most common mistakes new managers make, plus practical, battle-tested ways to avoid them.

1. Trying to Do Everything Yourself (The Delegation Trap)

If you’re used to being a high performer, delegation can feel unnatural - even irresponsible. Many new managers believe that since they can do something faster or “better,” it’s easier to just handle it themselves.

But here’s the truth: doing work for someone else removes the opportunity for them to succeed.

Your job isn’t to be the best at every task - it’s to build a team that can own those tasks confidently without you.
Delegation is what transforms you from an individual contributor into a leader with multiplying impact.

How to fix it:

Before jumping into a task, ask yourself:

• Is this something only I can do?
• Will doing this help me grow?
• Is this a chance for someone else to learn or step up?

If the answer to that last question is yes - hand it off. Even if it’s not done perfectly at first, you’re helping someone else develop the skills to handle it better next time. That’s leadership.

2. Avoiding Difficult Conversations (Fear of Feedback)

Feedback is one of the most valuable tools a leader has - and one of the most underused.

New managers often avoid giving constructive feedback because they worry about hurting feelings, creating tension, or being seen as “the bad guy.” But when you withhold feedback, your team misses out on growth moments.

I like to reframe feedback as a gift. It’s a chance to give someone a perspective they can’t see on their own.

How to fix it:

• Don’t wait for annual reviews. Deliver feedback in real time, in the flow of work.
• Make it specific and actionable - “I noticed this, and here’s how you might try it next time.”
• Balance constructive feedback with positive reinforcement. Recognition is also feedback!

And remember: feedback goes both ways. Ask your team how you can improve, and model what it looks like to receive feedback graciously.

3. Playing It Too Safe (Fear of Failure)

Many new managers operate under the belief that failure equals incompetence - that mistakes will make them look unqualified for the role.

But avoiding failure doesn’t make you a better leader; it makes you a stagnant one.

Think of failure like weight training. When you lift a challenging amount of weight, your muscles tear and rebuild stronger. The same is true for leadership. When you stretch beyond what’s comfortable, you build resilience, adaptability, and confidence.

How to fix it:

• Normalize failure for your team. Celebrate experiments, not just outcomes.
• Debrief after something doesn’t go as planned - focus on what was learned.
• Be open about your own failures. That vulnerability builds trust faster than perfection ever could.

Growth requires friction. The goal isn’t to avoid failure - it’s to fail forward.

4. Letting Imposter Syndrome Lead the Way

At some point, every manager feels like they don’t belong. Imposter syndrome is especially common among first-time leaders who suddenly find themselves managing people they used to work alongside.

You might second-guess decisions or assume others know more than you. Some overcompensate by being overly controlling; others freeze and avoid taking ownership altogether.

The antidote? Curiosity and self-awareness.

How to fix it:

• Stop comparing your chapter one to someone else’s chapter ten.
• Ask questions. The best leaders are constant learners.
• Remember: someone trusted you enough to put you in this role. See what they saw in you.

You don’t have to have all the answers - you just have to create the space where the right answers can emerge.

5. Confusing Management with Leadership

This one’s a classic: new managers think their role is to manage tasks, not people.

They focus on tracking deadlines, monitoring projects, and ensuring everyone’s “busy” - but miss the more important work of inspiring, aligning, and empowering.

People don’t follow checklists; they follow examples.

How to fix it:

• Lead by example. Show up on time, follow through, and treat others with respect.
• Set a tone of collaboration - listen more than you speak.
• Prioritize why over what. People are far more engaged when they understand the purpose behind their work.

True leadership isn’t about authority - it’s about impact. You earn it by being consistent, trustworthy, and authentic.

Bonus: Know Yourself as a Leader

Many managers never stop to ask, “What am I great at - and where do I struggle?”
Understanding your strengths and weaknesses lets you lead with intention.

I’ll go first:
I’m great at developing people - helping them grow into the best versions of themselves. I struggle with delegating and asking for help. But knowing that allows me to balance my team, bring in peers who complement my weaknesses, and keep growing.

That level of self-awareness is what separates good managers from great leaders.

How to Apply These Lessons

If you’re a new manager, start small. Choose one area to focus on for the next few weeks - maybe delegation or feedback. Notice your patterns. Ask your team how they feel supported (or not). Leadership growth doesn’t happen overnight; it happens through deliberate practice.

And if you want some practical tools to help you start - check out the Manager Starter Kit.
It’s a free collection of templates, one-on-one frameworks, and leadership tactics designed to help you avoid these exact mistakes.

Because becoming a great manager doesn’t require 10 years of experience. It requires curiosity, humility, and the willingness to grow alongside your team.

Final Thoughts

Leadership isn’t about having it all figured out - it’s about being willing to figure it out, over and over again.

You’ll make mistakes. Everyone does. What matters most is that you learn from them, help your team grow through them, and lead with the kind of authenticity people actually want to follow.

So, here’s to your first big step into leadership - and to making fewer mistakes along the way.