If you’ve been following along, you know we’ve been diving deep into what it really takes to transition into leadership. In our last episode, we explored the first 90 days as a new leader—what to expect, how to adapt, and the biggest lessons learned.
Today, we’re continuing that conversation. This time, we’re talking about the 10 mindset shifts you need to make when you become a manager. Because leadership isn’t just about learning new skills—it’s about thinking differently.
Mindset Shifts For New Managers
This episode is inspired by a fantastic Twitter/X thread by Daniel Idaszak, and I highly recommend checking out his content. But today, I want to expand on those points and bring in my own experiences—things I learned the hard way when I stepped into leadership.
So, grab your coffee, and let’s dive in into the topic of mindset shifts for new managers!
Team Success Equals Your Success
This was one of the hardest lessons for me to learn. Before leadership, my success was measured by my personal output. If I worked hard and delivered great results, I felt accomplished.
But when you become a manager, your job is no longer about you—it’s about your team. Your performance is now measured by how well your team does. Are they growing? Are they engaged? And, are they delivering results?
And let me tell you, if you try to hold onto your individual contributor mindset and micromanage everything, you will burn out fast.
Be Friendly, Not Friends
This one is tricky, especially if you were promoted from within your team. Suddenly, your former peers are now your direct reports.
Being friendly and approachable is crucial. But trying to maintain the same friendships you had before? That can backfire. Favoritism—whether real or perceived—kills trust in a team.
I learned this the hard way. A casual coffee chat with one teammate led others to assume I had favorites. I had to learn to set clear professional boundaries while still maintaining an open and supportive leadership style.
Respect Over Likability
Most new managers make this mistake. They want to be liked. And I get it—nobody wants to be the bad guy.
But great leaders don’t focus on being liked. They focus on being respected.
This means having difficult conversations, giving constructive feedback, and making tough but necessary decisions. Respect is earned when your team knows you act with integrity, fairness, and consistency.
If you spend all your energy trying to please everyone, you will end up pleasing no one—including yourself.
Lead by Example
One of my early leadership mentors told me: “Your team will mirror your energy and behaviors.”
If you miss deadlines, your team will too. Also, if you show up late to meetings, so will they. If you gossip, expect a toxic culture to follow.
Your actions set the tone. Show up with enthusiasm, accountability, and discipline, and your team will follow suit.
Anticipate and Prevent Problems
As an individual contributor, you focus on solving problems. But as a leader, your job is to prevent them from happening in the first place.
This means thinking ahead:
✅ Identifying weak spots in processes before they break.
✅ Addressing team issues before they escalate.
✅ Noticing burnout signs before they turn into full disengagement.
Remove Barriers for Your Team
Think of yourself as an air traffic controller. Your team is full of talented people ready to fly, but roadblocks—whether it’s unclear priorities, lack of tools, or internal bureaucracy—slow them down.
Your job? Clear the runway. Advocate for them. Get them the resources they need. Make sure they’re set up for success.
Focus on the Big Picture
As a new manager, it’s tempting to get caught up in the day-to-day details.
But your real value comes from looking at the bigger picture:
- Where is the team headed?
- How does your team’s work align with company goals?
- What long-term improvements should you be driving?
Leaders who only focus on the short-term end up reactive. Great leaders take a proactive approach and align their team with the company’s vision.
Promote Yourself and Your Team
I used to think that doing great work was enough. It’s not.
If you don’t advocate for your team, they won’t get the visibility and recognition they deserve.
This doesn’t mean bragging—it means highlighting achievements, making sure their contributions are recognized, and opening doors for new opportunities.
Understand Your Role in the Management Team
Leadership isn’t just about managing your own team. You’re now part of a larger management team.
This means collaborating with other managers, balancing company-wide goals with team priorities, and seeing leadership from a broader perspective.
I used to think my role was to only protect my team. But a manager’s role is also about balancing team needs with company success.
Embrace Being a Generalist
This one was tough for me. I built my career as a specialist. I took pride in my deep expertise.
But as a leader, you become a generalist. Your job isn’t to have all the answers anymore—it’s to facilitate, connect the dots, and help your team solve problems.
You let go of doing the work and focus on making sure the work gets done. And trust me—it’s a huge shift, but one worth making.
Lessons Learned from This Coffee Journey
Transitioning into leadership is more than just a title change—it’s a mental shift. Here’s what I want you to take away in the topic of mindset shifts for new managers:
☕ Your success is now your team’s success.
☕ Respect is more important than being liked.
☕ Set the tone—your energy and actions matter.
☕ Shift from solving problems to preventing them.
☕ Promote your team, clear roadblocks, and focus on the big picture.
If you’re stepping into leadership, take a deep breath. It’s a challenge, but it’s one of the most rewarding journeys you’ll ever take.
🎙️ And if you want to dive even deeper, check out my previous episode: “The First 90 Days – Leadership Framework for Success.”
Thanks for listening to The Coffee Journeys Show! Let me know—which of these mindset shifts have been the hardest for you? Drop a comment or send me a message, let’s discuss about mindset shifts for new managers!
Until next time—keep leading, keep learning, and keep growing.
Useful Links
- The First 90 Days – Leadership Framework for Success
- My First 90 Days – What I Learned the Hard Way
- How to start professional development
- Tech Lead Toolkit | Daniel Idaszak
Thanks for reading!
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