Soft skills for first-time managers
New managers don’t usually struggle because they lack know-how. They struggle because they were top individual contributors and were promoted without being taught how to lead. Companies pick the wrong person for manager 82% of the time and managers account for about 70% of the variance in team engagement( gallup). Missed cues, clumsy feedback, avoided tough conversations. Small gaps in people skills become low morale, attrition and stalled delivery.
Teams expect more than task allocation. They expect clarity, coaching and trust. Yet many do not receive serious leadership development.
Here are the simple and complex challenges first-time managers need to fix now.
Simple Challenges
Unclear Priorities
Struggle to balance personal tasks with new team responsibilities; important work gets lost.
Weak Feedback
Avoiding difficult conversations or giving vague input stalls team growth.
Poor Delegation
Holding on to tasks instead of trusting the team leads to burnout and bottlenecks.
Complex Challenges
Identity Shift
Moving from peer to manager creates tension; authority is questioned, relationships blur.
Decision Paralysis
Inexperienced managers hesitate on calls, slowing progress and eroding confidence.
Building Trust and Credibility
Without proven leadership behaviours, teams disengage, and alignment falters.
These aren’t talent gaps. They’re training gaps.
Most first-time managers are promoted for doing great work, not for knowing how to lead. Overnight, they’re expected to delegate, give feedback, and inspire teams without ever being trained for it. No surprise that 60% underperform in their first two years (Gartner).
We build first-time managers who can prioritise, delegate, and lead with confidence.
From Confusion to Clarity
Managers communicate expectations effectively so teams know exactly what to do.
From Doing to Delegating
They delegate with trust and motivate teams to take ownership and deliver.
From Avoidance to Feedback
They create a culture of honest feedback that drives growth and accountability.
Title changes don’t build trust. Soft skills do.
88%
took more initiative and were more proactive after our Global business skills course
82%
strengthened communication & ability to influence after our Forward course
We could hype ourselves.
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CHRO
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VP, SAP Academy for Customer Success, Presales Program
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Head of Manager Development, Professional services
Hardskills is a practical solution that appeals across levels. The whole set of skills essential for the white-collar worker today.
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DGM - Learning & Development, Conglomerate
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CHRO
