Where Things Can Go Wrong Next?
You’ve clarified your role. You’ve started looking beyond the numbers. Now comes a skill that can either build trust or quietly break it: COMMUNICATION.
Many new managers struggle with how much to say and when. Some talk too much. Some hold back. Both create problems.
The Mistake: Saying Too Much or Not Enough
Over-communicating often shows up as micromanaging. You step into every task, explain everything in detail, and double-check constantly. It sends the message that you don’t trust your team.
Under-communicating can happen when you’re unsure or want to avoid tension. You might skip giving feedback, stay silent in meetings, or assume your team knows what you expect.
In both cases, your team is left guessing.
The Fix: Communicate with Intention
Good communication means being clear, consistent, and focused. It helps people know what to expect and where they stand. It’s not about talking more, but saying what really matters.
Start by doing three things:
Your role now is to coach, not control. You don’t need all the answers, but you do need to create space for your team to think, reflect, and contribute.
Coaching Prompt
Ask yourself:
Am I creating clarity or confusion when I speak?
Write this down:
Your Leadership Action
Do these:
- 1Block time for short one-to-one conversations with each team member.
- 2Don’t wait until things go wrong to speak up. Talk early.
- 3Before giving advice, ask: “What do you think we should do?” or “How would you handle this?”
When your team feels heard and supported, they’ll open up. That’s when real performance starts to grow.
Keep Moving Forward
As you grow into your role, the way you communicate will shape how your team responds to you. It doesn’t need to be perfect, but it does need to be thoughtful. Small shifts in how you listen, ask, and respond can make a big difference. Keep practising. Your team is paying attention.