Inner-strength training tip #32: Pain tells us that we care about the external outcome of a scenario. With enough repetitive exposure to these situations, we grow and become impenetrable.
You’re a brand new spankin’ manager. Holy crap. Yes, you barely know yourself and suddenly you have to manage a group of employees who may be older than you (by a lot).
You barely know what life is all about or where you’re headed but now your thrust into the spotlight. You have to have logical answers to the split decisions that need to be made.
You are scared, but you try to hide it.
Worst of it all it now seems like people are starting to take advantage of you or doubt that you are even right for this position.
Hey, don’t worry pal.
Let me ease your mind. You are doing way better than you think you are. In fact, you were chosen to be a manager because someone sees the potential that you have to grow into this position.
Whether you realize it or not you are being set up for success.
Sure you’re going to face a lot of different scenarios that challenge you.
Chances are you will be wrestling with the fact that you might have anxiety since you are young, not know who you truly are or where you want to go.
You may want to get the heck out of this job as fast as you can but stay awhile.
Let the hurdles shape you, build character and set you on a higher path toward success.
Here are 5 problems young managers face and how you can face them triumphantly!
Problem: People might cut corners because they see how fresh-faced you are.
Ah, people. Aren’t we great? One thing for sure is that we always seem to judge a book by it’s cover. So, because you look very young (what are you 23?) we will surely try to have our way with you at work. Meaning, we will try to do whatever we want to do because we think we can get away with it under you.
Solution: Catch on to the fact that people may take advantage of your naivete and need for approval.
That is what being young is all about. Some signs to look out for are a feeling that people aren’t respecting you, employee behavior becomes too reckless and unorganized, people acting careless, speaking over you, telling you what to do instead of respecting your authority.
Instead of shutting down, call people out on this behavior and hold them to it. Yes, it’s scary but it could end up forging a stronger bond between you and your co-workers.
Problem: You seem underconfident.
Some signs of not being confident are always saying yes to things even if it seems unreasonable. Additionally letting other people have complete free reign over the workplace so that it becomes a jungle.
Solution: I’m not sure I’ve ever met a young leader who has had supreme confidence in their skills and abilities that comes with age and experience.
As you age you relax.
You start to see situations for what they really are. It’s all a very revealing process.
Chances are you don’t have SO much authentic confidence in yourself yet.
You may not want to say “no” when an employee wants to go home early every day, so you say yes. Or when an employee comes in late every day or runs through a work project haphazardly. You know this behavior isn’t up to your internal standards.
So you beat yourself up because there must be something wrong with you.
Stop right now and change the story. Don’t get railroaded because you want to be liked by everyone.
If you were promoted to a management position then you have some common sense.
Get angry when someone repeatedly tries to take advantage of you, but only use that anger as a means to push you to make the decision that your gut keeps trying to tell you but your mind keeps talking you out of.
Enforce the rules!
Problem: You are too passive as a leader.
We all remember our youthful days. We want to be seen as cool and validated. But cool doesn’t mean letting employees get too casual in the office or your place of employment. Rules are there for a reason. They lead to professionalism and trust in an establishment.
If clients walk into YOUR company they want to see a clean environment where employees aren’t just hanging out like you are at your friend’s house.
They want to see everyone doing their job, not an office with papers spread everywhere and a dirty floor.
Solution: Don’t sit back and relax while one of your employees do all the work.
You might be too scared to take action but people still look at you as the one in charge. The gatekeeper so to speak.
We know that you don’t want to micromanage but please just do something so that we can feel like you’re there! It’s better to show that you overly care than to become hidden in the crowd.
Problem: If you are wise and nice people might try to dominate you.
Yes if you are a rare hybrid of young and very wise, that’s pretty amazing.
No wonder you have assumed this managerial role at your age! Other individuals around you might be thirsty for power. Hungry vampires. And they seem you someone that is nice, who will try to bring out the best in them but might be struggling a little bit because of their age. They will try to suck your blood (for power). Figuratively speaking that is.
Solution: While a leader puts the emphasis on the employees rather than themselves, there are still times that you need to act as a drill master and create healthy boundaries.
Don’t get stung by the ego attack when a person hits are back at you. Their tone of voice and fiery answer might have you shaking in your boots. But, underneath all of that, they are a person who is not always confident, who has weaknesses, who gets scared, and who probably doesn’t have it going on as you think. People are good at putting on excellent covers.
Problem: You think you have to have all the answers.
Solution: Because you’re a manager now you think that you must know EVERYTHING.
You must have your hand in every pot, every problem, you take the mouse away from your employees so that you can take over their computer and complete the task you know they were about to do. Why? Because…control must mean in charge. YOU KNOW BEST RIGHT?!
Everyone knows that a smart team is how companies thrive and get the job done. As a manager, you can recognize the talents of others and then let them thrive on their own! Let them have their own freedom to feel empowered. Reign them in when they start to abuse this power. But trust me, they will love you and respect you so much if you give them some reign and a little authority.
What are your experiences with young managers? Do they encounter some of the problems we’ve discussed here?