1. Planning - Often, busy with the day-to-day details of the new postion, new managers often don't take a proactive and organized approach to ensuring their success in the new position
2. Self Management - Busy "being the boss" and learning and dealing with their staffs strengths and weaknesses, new managers often don't recognize gaps in their knowledge, skills, and abilities that are requirements for the new job
3. Environment - Often a new manager does not fully understand (or take the time to understand) the business situation of the new assignment and apply the incorrect approach to that business situation
4. Team Development - Many new managers fail to build a high performing team that can deliver results fast enough
5. A-Item Priorities - A new manager is often the immediate dumping ground for their new staff (and superiors) and fail to identify and focus on key priorities and try to address too many areas of need at one time.
6. Stakeholder Alignment - Many times, new managers fail to identify the key stakeholders in the outcome of the business unit to which they are assgined; and even if they do identify them, they often fail to align expectations, resources, and support of those key stakeholders
7. Influence - It is not unusual for new managers to fail to establish and maintain key relationships
8. Early Wins - Many new managers fail to establish early wins that are important to their boss and are aligned with their A-Item Priorities
If you find yourself as a new manager left to "sink or swim" in a new management position look for help inside or outside your organization and have a plan (to be successful and avoid these pitfalls) right from the start.
If you have appointed a new manager, don't put them in a "sink or swim" situation, help them or get them help ... your organization will benefit, because you will get that new manager (and the business unit) up to speed quickly and start delivering results sooner than anyone thought possible.