The problem with new managers

Barbra Carlisle • May 24, 2023

In the years I have been working on employee engagement and retention - the 'sticky middle' have often been called out by senior leaders as the reason why the business vision isn't being lived by the workforce, and why turnover is high.

What I have seen less of is support for new managers when they need it most - when they accept a role of managing and looking after people.

Research suggests that 70% of new managers fail in the first year - that is huge!

New managers can fail for a variety of reasons, but some common reasons include:


Lack of experience


New managers may not have the necessary experience to effectively manage a team. They may struggle with delegating tasks, providing feedback, and making decisions.


Poor communication skills


Effective communication is essential for successful management. New managers may struggle with communicating expectations, providing feedback, and resolving conflicts.


Inadequate training


New managers may not receive adequate training or support from their organisation. They may not have a clear understanding of their role and responsibilities, or they may not have the necessary skills to succeed.


Resistance to change


New managers may face resistance from team members who are resistant to change. They may struggle to implement new policies or procedures, or they may struggle to gain the trust and respect of their team.


Lack of support


New managers may not receive the necessary support from their organization, such as access to resources or guidance from senior leaders. This can make it difficult for them to succeed in their role.


Supporting new managers


Lets cut new managers some slack and actually effectively support them in the first year (and beyond).

What to do?


  1. Provide bespoke training and support that meets the individual manager's needs and not the usual catch all leadership training as this doesn't stick - Leadership Success do a great basic competency training programme that is bespoke to each individual manager
  2. Take the manager and their team through experiential training that focuses on working as a team. Such as GiANT OS high performing team training
  3. Set clear expectations and goals, and meet with the manager regularly and LISTEN to what they tell you - let it be a meeting where they own the agenda not you
  4. Create psychological safety that enables managers to tell you honestly how they feel
  5. Encourage managers to seek mentors within the business, or within the sector
  6. Provide managers with a professional coach to support their self awareness, confidence and ability to be the best manager possible!


For more information on supporting people as they transition into new management roles do email me barbra@gleecoaching.com or visit www.gleecoaching.co.uk

Leading Change: How to Navigate Transformation with Confidence and Clarity

By Barbra Carlisle • July 22, 2025
There is no getting away from it we need to be agile and lead through change - it is constant!

Leadership vs. Management: Understanding the Difference to Unlock Your True Potential

By Barbra Carlisle • July 22, 2025
Newsflash - Leading is not Managing! Why the Distinction Matters For years, many professionals, myself included, assumed that leadership and management were one and the same. After all, both involve guiding people and achieving goals. But in today’s dynamic and complex business environment, understanding the difference between leadership and management is essential. At Glee Coaching, we help individuals and organisations harness the power of both disciplines to drive performance, engagement, and long-term success. What Is Leadership? Leadership is about vision, influence, and transformation. It’s the ability to inspire others, create a compelling future, and guide people toward shared goals even in the face of uncertainty. As John C. Maxwell famously said, “Leadership is influence, nothing more, nothing less.” Leaders focus on: Setting direction rather than controlling outcomes Inspiring trust rather than demanding compliance Fostering innovation rather than maintaining the status quo Research from Harvard Business Review highlights that the best leaders are those who can move beyond titles and focus on action engaging in behaviours that inspire, align, and mobilise others. These leaders are not just visionaries; they are catalysts for change. What Is Management? Management, on the other hand, is about structure, execution, and consistency. It ensures that systems run smoothly, resources are used efficiently, and objectives are met on time and within budget. Peter Drucker, the father of modern management, once said: “Management is doing things right; leadership is doing the right things.” Managers excel at: Planning and organising Monitoring performance Solving problems and mitigating risks Gallup showed that managers are the single biggest factor in employee engagement, accounting for up to 70% of the variance in team engagement levels. This means that effective management isn’t just operational it is foundational to team morale and productivity. Leadership vs. Management: A Strategic Balance Rather than viewing leadership and management as opposing forces, I tend to think of them as complementary disciplines. The most effective professionals know when to lead and when to manage. A helpful rule of thumb I use is that Leaders should be 80% strategic and 20% tactical while Managers should be 80% tactical and 20% strategic. This balance is echoed in a 15-year study by HBR contributor James R. Bailey, who found that the most successful executives blend both leadership and management behaviours adapting fluidly to the needs of their teams and organisations. Issues that my coaching clients bring tend to be around the perceived need of leaders to sit in the transactional tactical doer space. Why You Need Both in Today’s Workplace In a world of hybrid teams, rapid innovation, and constant change, organisations need people who can: Lead with purpose and authenticity Build high-performing, collaborative teams Manage complexity with confidence and agility Gallup’s global engagement data shows that when managers are disengaged, team performance suffers dramatically. Conversely, when leaders are purpose-driven and aligned with their values, they inspire greater commitment and resilience across the organisation. If you're curious about how coaching can support this development, explore our What Is Coaching page . How Glee Coaching Can Help At Glee Coaching, we offer tailored leadership and management development programmes that help you: Discover your authentic leadership style Strengthen your management toolkit Navigate the transition from manager to leader (or vice versa) Build confidence, clarity, and capability Whether you're stepping into your first leadership role or refining your executive presence, we are here to support your journey. Call to Action Ready to explore your leadership potential or refine your management style? 👉 Visit our programmes to discover programmes designed for impact or call Barbra