Why So Many New Managers Feel Like They’re Faking It
Let’s be honest — most new managers don’t feel ready.
They’re promoted for being good at their jobs, handed a team, and told to “lead.”
But leading people is nothing like managing tasks. Suddenly, the skills that made them great individual contributors — focus, efficiency, control — don’t quite fit anymore.
And that’s where imposter syndrome starts to creep in.
The Unspoken Reality of Stepping Up
Many new managers secretly feel like they’re faking it. They’re expected to have all the answers, guide others through uncertainty, and “model resilience” — all while figuring it out themselves.
It’s a lot.
And without the right support, that pressure can quickly turn into self-doubt.
Leadership Isn’t Instinct — It’s Learned
We often assume leadership comes naturally — that people either “have it” or they don’t.
But the truth is, leadership is a skill set.
It takes time, practice, and vulnerability to learn how to:
Have honest, caring conversations
Navigate conflict without freezing up
Balance empathy with accountability
Recognise signs of burnout or disengagement
Build trust while still meeting targets
These aren’t innate traits — they’re teachable, human skills that can (and should) be developed intentionally.
The Cost of Leaving Managers Unprepared
When new managers don’t get the right support, everyone feels it.
They burn out faster, make reactive decisions, and unintentionally create uncertainty within their teams.
That’s why training like Mental Health First Aid (MHFA) and Responding to Mental Health (RFA) is so powerful — it gives leaders practical ways to recognise, respond, and support their people before things spiral.
Because when managers feel equipped, teams feel safe.
And when teams feel safe, performance naturally follows.
From “Faking It” to Finding Your Feet
If you’re a new manager feeling like you’re making it up as you go — you’re not alone. Most leaders have been there.
The difference between those who stay stuck and those who grow?
They learn to lead humans, not just tasks.
They ask for help. They build trust. They invest in the skills that make work feel more human — for everyone.
Because leadership isn’t about knowing it all.
It’s about showing up — and learning, together.