You’ve been at the company for a few years now. You’re performing well in your function and you’ve been hitting your targets.
Then, your boss calls you and tells you she’s promoting you to management.
From Monday. Like, in three days’ time.
After your initial feelings of excitement (because you’ve worked really hard) it then starts to sink in. Your inner voice takes over:
“Do I need to act differently with my colleagues?”
“Do I need to dress differently?”
“How do I run a performance review with my friend, Kim?”
“Am I officially uninvited to Friday drinks?”
Any of this sound familiar?
Don’t worry, you’re not alone. The thoughts and struggle with psychological barriers you’re experiencing may mean you are one of the 68% of people who identify as an accidental manager (CMI).
What is an accidental manager?
An accidental manager is someone who’s been promoted to management because they were performing well in their technical role, however they lack the skills in order to perform the duties of the management part of the role itself such as dealing with people or budgeting. Check out the CMI’s definition.
In some cases they may not have wanted to be promoted and in many cases they are not provided with management training. This can result in negative impacts on the business’ productivity not to mention the negative effect it could have on the new manager’s confidence.
Still sound familiar? You’re not alone.
A few stats:
71% of organisations promote people into management without any training (CMI)
19% of Millennials say a big concern at work is managing team members for the first time (Careercake).
In our Let’s Talk Interview, Becoming a New Manager, Mark Hendy explains further: “being a manager requires a different skill set from being an expert in your previous role.
Many businesses promote people based on the idea that because they are good one thing they must be good at another. It can put a lot of people in awkward positions because they want to be promoted but perhaps they aren’t ready for the management part”.
What’s the impact of an accidental manager?
Poor retention is a big thing as people tend to leave bad managers. Then there’s much more serious things such as the negative impact on the businesses’ overall productivity and success.
So it is super important you get that access to training!
Wait, what are the skills I need to start developing to be a great manager?
There are a range of skills a manager needs. Great planning skills communication motivation are just a few. Then there’s the ability to work with different people in your team understanding that each have a different approach.
Mark Hendy suggests that you need to accept that just because you’ve been promoted doesn’t mean you need to be at the top of your game immediately. You are not the finished article.
A manager requires a different set of skills that you perhaps don’t have or didn’t need previously. You were hired because you have the skills and the potential.