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!

Every day, I speak with candidates and hiring managers, and I’m often surprised by how many applicants overlook the importance of preparing for the crucial first step: the telephone screening call.

Typically, less than 10% of applicants even make it this far, so you should certainly commend yourself. You have a resume that has attracted attention. But don’t make a mistake of unprepared for a phone conversation. This part of the process is about elimination not selection! This call isn’t just a formality; it’s a decisive moment where the goal is to filter out those who won’t progress to the next stage.

Interviews virtual or in person with a panel of people is time consuming for everyone. The phone screen is to determine the best applicants move forward. The person calling you needs to be confident that if you advance to the interview stage, you’ll reflect well on their decision to select a strong pool of candidates.

The Important Do’s and Don’t

1. Match

Demonstrate your match first and aim to stand out from other applicants second. First and foremost, make sure to showcase how well you match the core requirements of the role. Understand the specific job you’ve applied for and clearly align your experience and skills with its demands. The person conducting the call might not be familiar with every detail of the job, so it’s beneficial to use terminology from the job description or advertisement. Highlight any relevant qualifications, systems experience, or technical skills that were mentioned in the job listing. This approach will help you effectively demonstrate that you are well-suited for the position.

2. Be Succinct & Timely

In today’s fast-paced job market, time is often limited. When you get a call, be ready to articulate your responses clearly and succinctly. Aim for confidence without crossing into arrogance. Typically, the caller has set aside just 15-30 minutes to address key questions and decide if you should move to the next stage. Spending too much time on distant past experiences, like a job from a decade ago (I’m exaggerating here but starting with something that old isn’t usually relevant), might mean missing the chance to showcase how your current skills and experiences make you an ideal fit for the role.

3. Listen, Listen, Listen

The ability to retain information, read-between-the-lines and comprehend what the speaker is really thinking is a real skill you need to master in your job search. Pay attention to the other person very carefully. Don’t allow yourself to become distracted by whatever else may be going on around you, or by forming your response while the other person is still speaking. It is ok to pause, but make sure you answer the question asked. Too often I have had candidates too interested in sharing their own agenda missing the chance to “Match” in point 1 effectively.

4. Culture & Attitude

When job searching, it’s important to bring a sense of warmth and enthusiasm to your conversations, even if they’re conducted over the phone without the usual non-verbal cues. Recruiters are looking for signs of a positive attitude and genuine excitement about the opportunity. Pay close attention to any hints about what the company values in its employees, as different organizations prioritize different qualities. For instance, some may seek individuals who thrive in a fast-paced environment, while others might value innovation or a customer-focused approach. To better align with the company’s culture, make sure you research their website to understand their values and recent news. This preparation will help you demonstrate how you could be a great fit for their team.

In summary, the telephone screening call is a pivotal moment in the job application process. It’s your chance to prove that your resume reflects genuine potential, be ready!

Ever feel like you’d like more perspective? What is career clarity? How is it defined?

Ever feel like you’d like more perspective? What is career clarity? How is it defined?

For me, career clarity means a clearness of thought, certainty about your career direction, goals and having a clear understanding of yourself and the environment you work in.

Is this kind of clarity possible, when we see careers paths evolving?

Employment in Australia is projected to increase in 17 of the 19 broad industries outlined by the labour market information portal over the next five years to May 2023. (Labour market projections are of course subject to a degree of uncertainty.)

Add to that , the shift from career ladders to career spider webs. This is where employees typically move in a variety of directions, up, down, diagonal and/or across. Often this comes from more than just a desire for a better pay check. Both personal and professional fulfillment is increasingly a focus when considering a career path. You may have found yourself going with the flow but the new year is an excellent time to actively choose or consider your path.

Your perspectives, preferences and desires combined with varying levels of intensity mean your career clarity will be unique to you. A career defined by what makes sense to you individually.

Here are my steps to get started on crafting your career journey.

1. Start with yourself – Self assess by asking yourself the big questions.

Think about how you see the world. Define your values. What’s important to you? What do you enjoy doing? What would you like to have more time for? Assess the things that really matter to you. Consider any influences in this assessment, family, friends and your work experiences. Self-awareness helps us make the right choices in life. Self-awareness is important because it helps us to understand how we relate to people. Once you have an accurate understanding of your own beliefs and motives you can use these to define your workplace values.

Tools & Tips – There are lots of free online resources to help you assess your core values. Here are some examples:

Scott Jeffrey’s – https://scottjeffrey.com/core-values-list/

James Clear’s – https://jamesclear.com/core-values

2. Decide on your goal – Conceptualise your ideal

You may already know you want a leadership role in your field. But, remember this does not have to be a new job or promotion. It may simply be rekindling your passion for being the best you that you can be in your current role. Or you could use your professional skill and experience to mentor and benefit someone else.

Think deeply about what professional growth you are seeking. It’s ok to explore options however it is generally better in my experience to do this personally rather than sharing possible career paths with people you work with as this can hinder rather than support future internal job opportunities if managers can’t see a clear direction.

Some questions that may help are:

Are you still learning in your current role or organisation? What do you really want to accomplish? What benefits do you perceive if you reach your goal? Are you interested in secondments internally? What resources are available to you now? Are there any perceived risks? How can you improve your personal brand? (More on personal brand and raising your profile in future posts.)

Tools & Tips – I’ve found post it notes simple but effective for brainstorming. If you are struggling to define an end goal, try starting with small short-term goals. Keep asking yourself why? Your goal maybe something simple to begin with, for example a short term goal might be to start documenting your achievements this year or to ensure you have an up to date resume.

3. Evaluate your present state – Then research and compare

You will need to identify the gaps in getting to your goal. This could be in attributes, experience, skill or education. Do you know someone who has reached a similar goal as you? As you review your current place with where you want to get to, don’t forget no two journeys are ever the same.

Assess your current performance. Do you have or are you developing skills now, that will lead to where you want to be in the future? What sets you apart from your team members? Be balanced in your self-appraisal try to recognise both strengths and potential flaws. Remember no one is perfect. Remain positive in your self-assessment. Don’t rule out research to you help identify possible new career paths.

Tools & Tips – For Australian guidance try https://joboutlook.gov.au/ . This site gives you economic information about the labour market as well as a skills match tool. Check job boards or talk to recruitment agents for your industry to see what skills are being sought after in your area. How do you compare? What trends or language is being used in your industry? How do you stack up?

Some Linked in jobs will allow you to see how you match (based on your existing Linked In profile) with what they are looking for, allowing you to see skills you have already ticked the boxes for and those you haven’t.

Like anything this is a simplistic view, I’ve no doubt each step will take some time and lots of discussion but making the time will pay off in the long run. If you think you need more help consider a professional career coach or mentor. They can provide practical advice at every step of the process.

I’m actively involved in the talent community and always open to new ideas, technology and general feedback. I look forward to hearing your thoughts on this article, thanks! Alisha Hook