Last week we talked about rebuilding trust with consistent one on ones. Today we are zooming in on the foundation that makes every tactic work: confidence. If you are a first time manager who feels like you were thrown into the deep end, this guide will help you develop self awareness, executive presence, and the daily habits that make leadership feel simple and repeatable.

As a quick note, this post is inspired by my episode with leadership coach and speaker Julie Menden, host of It Starts With You. We unpacked what confidence looks like on the job, how to hold employees accountable without damaging trust, and how to communicate with clarity when the stakes are high.

Why confidence is the starting line for new managers

Confidence is not a personality trait. It is a skill you build. That is good news for every new manager who feels like an imposter. In practical terms, confidence is the ability to act with clarity even when you do not have all the answers. Your team does not need a perfect leader. They need a steady one.

For the First Time Manager Podcast crowd and anyone searching for New Manager Tips, here is the simplest definition that works at work:

• Confidence is knowing your role
• Confidence is doing the next right thing
• Confidence is communicating your reasoning with respect

When you show up that way, your team mirrors it. That is how Team Dynamics shift from reactive to proactive.

Step 1: Build self awareness so your actions match your intent

Self awareness is the first lever. You cannot change what you cannot see. Start with two quick audits.

Confidence audit

• When in your week did you feel strong and effective
• When in your week did you feel unsure or small
• What do those moments have in common

Impact audit

• What behavior from you built trust
• What behavior from you eroded trust

Write short notes. Patterns show up fast. This is Coaching for Managers in its simplest form. You are coaching yourself first so you can coach your team better.

Step 2: Name the real confidence gap

“I need more confidence” usually means one of these:

• Speaking up in cross functional meetings
• Presenting ideas to senior leadership
• Giving feedback to a difficult employee
• Managing former peers
• Running effective one on ones that lead to action

Name the single situation you avoid the most. That is the gap to close this month.

Step 3: Learn the micro skills that unlock executive presence

Executive presence is not about being loud. It is about clarity, brevity, and consistency.

A simple meeting script

• State the goal in one sentence
• Share one reason it matters for the business
• Ask for one action per person with a time frame

This script helps you How to Lead Effective Team Meetings without turning them into status updates. It also makes it easier to Hold Employees Accountable because tasks are specific, owned, and time bound.

From peer to manager: a confidence checklist

If you were promoted from the team, mixed signals can kill momentum. Use this checklist to set a clean foundation.

• Share your priorities in writing
• Clarify decision rights for your role and for theirs
• Hold a expectations meeting with each direct report
• Ask how they prefer to receive feedback and recognition
• Commit to a consistent one on one cadence and keep it

This is How to Build Trust as a Manager in real life. You reduce uncertainty. You deliver consistency. Trust increases when people can predict how you will respond.

How to handle conflict at work as a manager

Conflict avoidance breeds resentment. Directness with respect builds loyalty. Try this simple framework when performance or behavior needs to change.

• Describe what you observed
• Describe the impact on the team or customer
• Ask for their view
• Agree on the next step and deadline
• Schedule the follow up during the same conversation

You do not need to be perfect. You do need to be clear. This approach helps you How to Handle Conflict at Work as a Manager while keeping dignity on both sides.

How to hold employees accountable without becoming the bad guy

Accountability works when expectations are public, specific, and reviewed.

• Use visible action lists: who, what, by when
• Confirm understanding in the meeting and again in writing
• Review progress in one on ones before the next meeting
• Recognize follow through in public
• Coach misses in private the same day

This is accountability that sticks. It also protects your culture. If you are asking how to fix a toxic culture, start with consistent expectations and consistent follow through.

Team dynamics start with trust and clarity

Healthy Team Dynamics are visible. People share ideas. They debate without drama. They commit in the end. Here are three fast wins for your team this month.

• Run a “ways of working” conversation. How do we make decisions. How do we disagree. How do we communicate urgent issues.
• Map work styles. Use DISC or a similar tool to understand preferences and reduce friction.
• Shorten meetings. Give back time when a decision is made.

You will be a better listener and a better decision maker when you remove noise. That is How to Be a Better Manager in practice.

Imposter syndrome in leadership: what to do when you feel unqualified

Imposter Syndrome in Leadership shows up when your role grows faster than your identity. Use this quick reset.

• Name one earned strength you rely on
• Name one skill you are building next
• Share both with your manager to align support

Ask for help with a plan. “Here is what I have tried. Here is what I am considering next. What am I missing.” This shows ownership and invites coaching. It is also a strong example of How to Delegate the right way. You own outcomes. You invite input.

Feedback that builds trust instead of fear

A confident manager gives frequent, specific feedback. Try this five part structure.

• Situation
• Behavior you saw or heard
• Impact on the work or the team
• Pause for their view
• Next step you will support

Keep it short. Keep it timely. When feedback is normal, performance improves and Difficult Employees often become clearer on what success looks like.

How to lead effective team meetings

Most team meetings fail because the goal is fuzzy. Do this instead.

• Send a one sentence purpose and a three point agenda
• Begin with decisions needed today
• Capture owners and due dates in real time
• End with a 60 second recap and confirm who will send notes

People respect leaders who protect time. Great meetings are a trust builder and an energy builder.

Work life balance for leaders

The new manager reality often feels like late nights and weekend catch up. Here is a simpler approach.

• Set two personal non negotiables per week. A workout. A family dinner. A school event.
• Time block work around those anchors
• Close laptops at a set time on most nights

This is not about perfection. It is about alignment. Your team needs to see your values lived out at work and at home. That is leadership.

Values drive behavior. Behavior drives culture.

If you want a team that lives the culture you talk about, start with your own values. Pick your top three. Define what each looks like in your calendar.

• If you value learning, show it by scheduling one coaching session per week
• If you value health, show it by taking a 20 minute walk at lunch
• If you value family, show it by leaving on time when you said you would

Culture is the collection of what we do every day. When your team sees your values in action, they follow.

Asking for help the right way

There is no prize for suffering in silence. Use this script with your manager or HR.

• State the situation and the outcome you want
• Share what you have tried so far
• Ask for one resource or next step
• Propose a check in date to review progress

This keeps ownership with you and invites partnership from your organization.

Action plan for the next 30 days

Use this month to build momentum you can feel. Save this checklist.

Week 1

• Do the confidence and impact audits
• Write your role priorities for the next quarter
• Book one on ones for the month and send the agenda

Week 2

• Run a “ways of working” reset with your team
• Choose one meeting to shorten or remove
• Practice the feedback structure with a low risk topic

Week 3

• Present one idea to senior leadership with the goal-reason-action script
• Document visible action lists for projects and owners
• Recognize two examples of follow through in public

Week 4

• Review results with your manager
• Identify one skill to level up next quarter
• Plan a mini learning sprint for your team

This plan builds confidence because you will see progress every week. Small wins stacked together change how you see yourself and how your team sees you.

Recommended books for new managers

Julie mentioned two books that fit perfectly with this approach.

• Atomic Habits by James Clear. Great for building micro behaviors that last
• High Performance Habits by Brendon Burchard. Great for focus, energy, and influence

Pick one habit from each book. Apply it at work first. Teach it to your team second.

Final word for first time managers

You are more capable than you think. Confidence is not a title. Confidence is built by showing up with clarity, keeping your word, and learning out loud in front of your team. If you start with self awareness and follow through with consistent action, you will see better Team Dynamics, stronger trust, and a culture that does not need you to rescue it.