3 Common Mistakes Managers Make (That Leaders Don’t)
New to managing? Learn the top mistakes Managers make in their first year — and get practical tools to build confidence, delegate, and lead effectively.
WHY MANAGEMENT FEELS SO HARD
Most managers are promoted because they are excellent individual contributors. They deliver results, work hard, and stand out. But what made them successful in their previous role isn’t what makes them successful as a manager.
Research from Gallup shows that 70% of team engagement is tied directly to a manager. Yet most new managers receive little to no training before stepping into the role. It’s no surprise that the first year can feel overwhelming.
When I stepped into a manager role for the first time, I made all of these mistakes. And as I help managers grow their leadership capability, I see the same patterns play out again and again. Here are the three mistakes managers make most often — that leaders don’t.
MISTAKE #1: TRYING TO DO IT ALL THEMSELVES
Managers often think: “If I just keep working hard, I’ll succeed here too.” The problem? Leadership isn’t about doing more. It’s about shifting from “me” to “we.”
Why it happens:
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They were rewarded for output as individual contributors.
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Delegation either feels like giving up control.
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They don’t want to “burden” someone else.
Consequences:
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Burnout for the manager
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Frustrated, disengaged colleagues who feel underutilized
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Bottlenecks that slow down results
How to avoid it:
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Start with a small delegation: pick one task you normally do and hand it off completely.
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Communicate expectations clearly: what success looks like, deadlines, and decision-making boundaries.
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Set up check-ins ahead of time, and use a system to make progress visible.
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Follow up with coaching, not micromanaging.
Pro tip: Delegation is not about dumping work. It’s about growing capability in others — which is one of the fastest ways to scale your own impact.
MISTAKE #2: AVOIDING TOUGH CONVERSATIONS
Managers often think: “Once I know everything, then I’ll feel confident.” The truth that leaders know? You will never know everything. No one does. In fact, part of leadership is making tough decisions in the face of ambiguity. Confidence doesn’t come from knowing. It comes from doing.
Why it happens:
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Fear of “being mean”. Fear of conflict.
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Lack of skill or practice in giving constructive feedback
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The hope that “the problem will just go away”
Consequences:
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Underperformance continues unchecked
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High performers become frustrated by lack of accountability
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Manager feels disempowered
How to avoid it:
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Learn to receive constructive feedback yourself.
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Reframe feedback as support, not criticism.
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Use the SBI model (Situation–Behavior–Impact) to structure feedback.
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Always invite dialogue: “What support would help you move forward on this?” and “How do you see this situation?”
Pro tip: People want feedback. According to Harvard Business Review, 72% of employees believe their performance would improve with more constructive feedback.
MISTAKE #3: WAITING UNTIL THEY FEEL “READY”
Why it happens:
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Imposter syndrome: “I’m not qualified for this role.”
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Belief that you should have all the answers.
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Fear of failure in a visible position.
Consequences:
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Missed opportunities to learn on the job
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Procrastination, bottle-necks to progress
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Increased self-doubt over time
How to avoid it:
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Practice using a strong decision-making framework, like McKinsey’s.
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Reflect on wins: keep a simple journal of what went well each week.
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Adopt a growth mindset: view mistakes as part of the learning cycle, not evidence of failure.
Pro tip: No manager ever feels 100% ready. The best managers are those willing to learn while leading.
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Leadership is not about doing more — it’s about building others.
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Feedback is not conflict — it’s clarity.
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Confidence is built through practice, not perfection.
KEY LEADERSHIP TAKEAWAYS FOR MANAGERS
NEXT STEP: GET THE TOOLS TO AVOID THESE MISTAKES
📘 Download The Emerging Leader Toolkit — a free guide packed with:
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The 3 power moves to lead at any level
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Use self-coaching prompts to build confidence each week
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Apply the simple Ask–Coach–Mentor framework for everyday challenges