It’s your first day. New role. New responsibilities. New organization. New people. New culture. Everything is new. Everything.

Or…

It’s your first day. Changed role. Changed responsibilities. Same organization. Same people. Same culture. But everything has changed. Everything.

This is the reality of a new manager. It doesn’t matter if you’ve been with an organization for 20 years or 20 minutes, it’s a whole new ballgame now.

Your role is unlike any other pre-management position you’ve held before. The job description is much broader including verbs like lead, direct, and determine. The responsibilities and stakes are higher with the ability to impact – either positively or negatively – on a greater scope.

The sociological implications are significant. Remember all those conversations you used to have about your manager? They are having those conversations about you. What are they saying? What do you wish your manager would have known or done at the time you reported to them? It’s not enough that you are beginning a challenging new role; you are doing it on a stage.

And it’s no longer about what you can accomplish as an individual contributor, but rather what you can accomplish through others as an individual and team developer.

First impressions are everything. Your people want to know if you are competent, capable, and worthy of their allegiance. And they’ll make that decision within a matter of days. The first conversations, the first meetings, the first initiatives all set precedents that can take months to undo if you start out on the wrong foot.

Start on the right foot. Learn about the 10 mistakes new managers make and how to avoid them. This course is for new managers or any director or human resource professional helping support a new manager.