Unfortunately, many successful mid-level managers flounder in new roles after being promoted up the corporate ladder.
Being a successful leader requires different skills closer to the top of the organization, but unfortunately, not all companies know how to support their employees after promoting them, according to Forbes.
Here are the top eight issues mid-level managers face when stepping into a higher role, according to members of Forbes Coaches Council.
1. Broadening their focus. While some small-scale leadership practices may have gotten someone promoted, being a successful senior leader requires a broader focus and the ability to see issues and opportunities through a wider lens.
2. Gaining trust and using strategic thinking. When traversing from mid- to upper-level manager, newly promoted leaders often struggle with trusting themselves to operate at a higher level, thinking more strategically and integrating their new position into their life. Executive training and communicating realistic expectations will help new leaders make the transition with greater ease.
3. Transforming from a "doer" to a "leader." Senior leaders must not only be able to execute on their own, as they did in prior roles. They must also effectively delegate tasks, devise strategy, outline a clear vision and communicate.
4. Maintaining relationships. Being promoted to a higher leadership role means being further removed — both literally and mentally — from the day-to-day work and staff. However, often it is these folks who come up with the most innovative and useful ideas. It's important to preserve these relationships and keep streams of communication open.
5. Business acumen. More advanced business acumen is needed at higher levels of leadership. Take time to identify and address knowledge gaps, and provide mentorship through this transition.
6. Switch gears from problem-solving to opportunity-seeking. Being a mid-level manager means putting out a lot of fires. But at the top, leaders need inspiration, innovation, strategic agility and the ability to reconceputalize situations to find new opportunities.
7. Lack of a "lead by example" approach. Subordinates look to leaders for advice and also often model their behavior off their boss. Furthermore, if the leader isn't clearly engaged or enthusiastic about their work, his or her staff won't be either.
8. Asking questions. Many people believe asking questions and admitting you don't know something will be perceived as a sign of incompetence or of being ill-prepared. New leaders often slide into this mindset, when in fact, adopting a beginner's mind and asking questions can help them transition and learn faster.