From Peer to Leader: How Do You Support New Managers?

Lauren Parkhill

May 7, 2025 3 min read

Help Them Navigate the Transition With Confidence

New managers are facing more pressure than ever. From hybrid teams and rising employee expectations to constant change and economic uncertainty—stepping into a leadership role isn’t just a promotion; it’s a challenge. And for those leading former peers, the transition can be even more complex.

If you’re responsible for supporting new managers in your organization, helping them build confidence and competence quickly is essential. But where do you start?

Understand Their Unique Challenges
Transitioning from peer to leader isn’t just about a new title—it’s about navigating complex relationships, setting boundaries, and building authority without losing trust. Many new managers struggle with:

Balancing friendships and leadership responsibilities.
Overcoming imposter syndrome.
Navigating difficult conversations.
Gaining respect without being overly authoritative.

Shift Their Mindset
Encourage new managers to recognize that their role has changed, and so must their perspective. They are no longer just team members—they’re responsible for the team’s success. That means balancing support and accountability, making tough decisions, and staying focused on team goals.

Emphasize the importance of a leadership mindset.
Encourage them to set personal goals as leaders.
Help them see mistakes as learning opportunities.

Set Clear Expectations
Help them schedule a team meeting to discuss their vision, goals, and how they will work together. Be transparent about their priorities and invite team input to foster trust.

Provide a framework for setting team goals.
Coach them on how to communicate expectations clearly.
Teach them how to check for understanding.

Maintain Healthy Boundaries
Guide them on how to maintain professionalism without losing approachability. Remind them to avoid favoritism and to approach difficult conversations with empathy.

Share examples of boundary-setting in leadership.
Coach them on how to be approachable without crossing lines.
Teach them how to navigate conflicts fairly.

Master the Art of Feedback
Help them learn to provide clear, actionable, and balanced feedback. Remind them to recognize good work while addressing performance issues with respect.

Provide feedback frameworks like Situation-Behavior-Impact (SBI).
Encourage them to ask for feedback on their leadership.
Guide them on giving feedback upwards.

Build Emotional Intelligence
Help new managers develop self-awareness, empathy, and resilience. Emotional intelligence is a critical leadership skill that helps them connect with their team and handle stress.

Share strategies for self-reflection and mindfulness.
Encourage active listening skills.
Teach them how to manage stress without taking it out on their team.

Keep Learning
Emphasize the importance of continuous learning. Recommend seeking mentors, reading leadership books, and taking advantage of training opportunities.

Offer a list of recommended leadership books.
Suggest leadership podcasts and webinars.
Connect them with a mentor within your organization.

Build a Support Network
New managers benefit from connecting with peers who share similar experiences. Create opportunities for them to exchange ideas, share challenges, and learn from one another.

Organize peer coaching sessions.
Facilitate group discussions on leadership topics.
Encourage a culture of collaboration and mutual support

Ready to Take Their New Management Skills Further?
Supporting new managers through this transition isn’t just a one-time effort—it’s an ongoing commitment. When they have the right mindset, clear expectations, healthy boundaries, effective feedback skills, and a focus on continuous learning, they’re more likely to thrive. And when your managers succeed, your teams succeed.

If you're ready to accelerate their growth and build confident leaders, explore how FlashPoint Leadership's Management Vitals: Essentials program can make a difference.