When the career path to manager is unclear, results-oriented and high-performing employees often find themselves suddenly promoted into the role — more for their technical strengths than for their people management skills. Many of these accidental managers are then let loose on their teams without receiving the proper skills and training. The result is a new manager who experiences anxiety and imposter syndrome, potentially causing a disconnect between them and their direct reports. It can negatively impact team productivity, engagement levels, and well-being. But the good news is that this need not continue to define you. In the absence of any formal training, you can use these tips to excel in your new role.

• Adjust your mindset away from being the doer toward being an enabler of others. Your main job is no longer to write code, produce articles, or analyze data. It is now to enable, guide, and motivate your team to achieve similar results through their own endeavors.
• The first step is to learn how to stop —resist the urge to immediately solve your team’s challenges. When you feel compelled to do this, pause and use that moment to reflect and think instead. Why has this person approached me? What do they need from me?
• To help your employees solve problems, ask questions to guide their thinking. Giving people the chance to find the solution — as opposed to presenting it to them — shows that you believe in their potential and trust their ownership. Instead of asking “Why did you assume the market size was small?” change the question to “What factors led you to assume the market size was small?”
• If you really want to cultivate trust with your new team, practice actively listen during these discussions.  Give the speaker your full attention without giving into distractions and showing genuine interest in what is being said. Acknowledge their words by nodding after they make a point. Be present in the moment, concentrating on what they are and aren’t saying.