That first leadership promotion is a milestone worth celebrating! But let’s be honest—it also comes with a whirlwind of new challenges. Suddenly, you’re not just responsible for your own success; you’re leading, supporting, and guiding others. This shift can trigger imposter syndrome, the struggle to balance authority with approachability, and the pressure to prove yourself.

Yet one of the most overlooked factors in a new leader’s success is the role of their one-up manager. I’ve seen countless articles on leadership transitions, but few emphasize this vital partnership—and that’s a mistake. The difference between a shaky start and a confident stride often comes down to whether that leader has the right support.

Stepping into leadership is exciting, but it can also feel overwhelming. Maybe you’ve experienced that uncertainty yourself, or maybe you’ve watched a new manager struggle without the guidance they needed. The truth is no one succeeds alone. A strong partnership with a one-up manager can turn self-doubt into confidence and challenges into opportunities.

This article is for mid-career professionals stepping into leadership—let’s explore how to navigate this transition and set yourself up for long-term success.

Senior Leaders: The First Step, Not the Finish Line

1. Confidence Starts at the Top: New managers need room to explore and grow. Senior leaders, your public show of confidence (like saying, “I’ve asked [new manager] to lead this, and I trust their judgment”) is crucial. It establishes credibility and eases the transition.

2. Help Set Priorities and Boundaries: New managers often try to do it all, leading to burnout. Teach them to focus on impact and say “no” to low-value tasks. A simple question like, “What can you hand off?” can make all the difference.

3. Navigate Uncertainty and Build Confidence Together: It’s easy to get frustrated when a new manager struggles, but adjustment takes time. Instead of expecting instant competence, normalise the learning curve. Confidence develops through action, support, and guidance. Share your own early missteps and create space for calculated risks.

Tips for New Managers: Owning Your Growth

Now, if you’re the one stepping into management, this is your moment. It’s time to take the reins. Yes, your one-up manager can guide you, but ultimately, your success hinges on your willingness to act and own your growth. Here’s are some of the things I wish I’d grasped sooner:

1. Prioritise Competency Over Likability: It’s tempting to want everyone’s approval, but respect comes from capability. Don’t shy away from addressing the tough conversations, even if it feels awkward. Trust me, I like to be liked, and this skill did not come naturally for me.

2. Plan Your Own Professional Development: Don’t wait for someone to hand you a roadmap. Take the initiative. Ask yourself, “What skills do I need to thrive?” Then actively pursue them – online courses, peer shadowing, or seeking feedback from your leaders or getting a mentor outside of the organisation can be helpful. For me, having a career coach I could trust was invaluable.

3. Embrace the Identity Shift: Leadership requires flexibility—what worked before may not work now. Find your style and own it. You need to adapt, find your own leadership style, and step into it with confidence. If you’ve been promoted from within or joined a new company at a leadership level, workplace dynamics will change. Former peers may now report to you, and that transition isn’t always seamless. Don’t ignore it—address it early with open conversations and clear expectations. Give yourself and your team time to adjust, and lean into the role with intention.

4. Set Boundaries and Manage Time: Saying “yes” to everything leads to burnout. Protect your time. Block out time for reflection and delegate tasks that don’t require your direct involvement. Learning to say, “That’s not urgent – let’s prioritise this instead,” or delegating and trusting others in your team will give you the time you need for your new responsibilities.

5. Imposter Syndrome: When the role feels heavier than expected, don’t retreat. Talk to your one-up manager, a trusted peer or mentor. Reframe challenges as opportunities for growth. It’s your chance to sharpen your skills and become a better leader. Don’t shrink back.

6. Build Confidence Through Action: Start small, then build on those successes. Each step reinforces your confidence and proves you belong in this role.

The thread that weaves these tips together? Partnership. One-up managers provide the scaffolding – structure, support, and a steady hand – while new managers take ownership of their path.

Follow along for more insights on leadership, career development, and professional growth. I’d love to connect and hear your thoughts!