You are a Manager. Now What?

Let's be honest. Everything changed. 

You’re expected to decide, lead, and deliver, often without a guide. That’s the First Shock of leadership: being watched, relied on, and sometimes feeling alone.

If you feel unprepared, you’re not alone. Every new leader faces three early traps:

• The How Trap - “How do I lead?”
• The Imposter Trap - “Maybe I’m not ready.”
• The Sink or Swim Fear - “What if I fail?”

This guide helps you name those fears and use them as your compass. What scares you most reveals what needs your attention. The way forward? Stop guessing. Start to Lead by Design.

We look at the first mistake and how you can turn it into your advantage.

 

1. “What if I make the wrong decision and everyone sees me fail?”

 

The Fear: This is the "Sink or Swim Fear". Your decisions are now public, and you're terrified of the consequences. You're relying on "gut feel," and it's failing you under pressure.

Quick Fix: Stop guessing and adopt a structured thinking pattern. Great leaders don't have a crystal ball; they have a reliable process. For any decision, you must cycle through four stages: Experience (what do we know?), Solutions (what can we do?), Evolve (how will we adapt?), and Perspective (what's the big picture?).

Inside The TGMP Method: With the TGMP Thinking Pattern™, you gain a dependable four-step process; a structured way to think strategically with clarity and confidence. A reliable compass at your finger tips.

 

2. “Am I doing this right and how would I even know?"

The Fear: This is the voice of Imposter Syndrome. Your old job had clear metrics. Your new job in managing people feels vague and "subjective". You're "just guessing" and terrified of being “found out”

Quick Fix: Create your own feedback loop. You can't know if you don't ask. At your next 1-on-1, ask your team: "What's one thing I should start doing, one thing I should stop doing, and one thing I should keep doing to be a better manager for you?"

Inside The TGMP Method: The program shows you how to build a team charter; a blueprint created by the team, for the team that co-defines goals and success metrics. It replaces guesswork with clarity and alignment.

 

3. “How do I handle criticism or tough feedback?”

The Fear: Criticism feels like a personal attack that confirms your imposter syndrome. Your "default" is to get defensive to protect your new, fragile authority.

Quick Fix: Reframe it. Real "Command Presence" isn't about being untouchable; it's about having the "intellectual strength" and "humility to listen". Hear feedback as data to help you, not judgment to hurt you.


Inside The TGMP Method: This mindset is the goal but it’s hard because it challenges our ego and conviction. The program helps you craft clear, convincing messages so confidence grows naturally and feedback becomes constructive.

 

4. “How do I talk to people more experienced and senior than me?”

The Fear: You believe your title is your only power, and it feels weak next to their experience. You feel inadequate.

Quick Fix: Your power isn't your title; it's your clarity. You don't have to be the most experienced person in the room, but you must be the clearest. Walk in with a message that is Clear (your core point), Concise (no fluff), and Convinced (you believe it and back it with facts)

Inside The TGMP Method: The 3C Method is the core of effective leadership communication. It’s not just a concept but a system in helping you structure clear, confident messages using simple language that builds natural authority.

5. “How do I make my team listen?” & “Why wouldn't they act on my plans?”

The Fear: You give instructions, but they aren't followed. This is the Authority vs. Influence trap. You're relying on your new title, but your team is waiting for you to build influence.

Quick Fix: Stop telling and start selling. Always explain the "Why." People support what they help create. Instead of just assigning a task, connect it to the bigger picture: "I need us to do [THE TASK] because it directly impacts [THE BIG GOAL]."

Inside The TGMP Method: Leadership communication starts with explaining the why but true ownership comes when you co-create the solution. People commit to what they help create.

 

PART 2 will be released in a blog soon...