Real answers to challenges every new manager faces. Learn the frameworks. Use the language. Lead with confidence.
1. Summary: You need to address an issue without damaging morale or the working relationship.
2. Framework: Use the SBI framework — Situation, Behavior, Impact. It grounds feedback in facts, not judgment.
3. Sample Language: “In yesterday’s client meeting (Situation), I noticed you interrupted the client several times (Behavior). It disrupted the flow of conversation and made it harder to build rapport (Impact). Let’s work on pausing and letting them finish before responding.”
1. Summary: Your first 1:1 sets the tone — it’s about listening more than leading.
2. Framework: Use a coaching approach: build rapport, understand goals, and uncover blockers.
3. Sample Language: “I want to understand how you like to work and what support looks like for you. What’s going well right now? What’s been frustrating? How can I help?”
1. Summary: When someone checks out, it affects the whole team — but the cause isn’t always obvious.
2. Framework: Try the GROW model: Goal, Reality, Options, Will. Start with curiosity, not assumptions.
3. Sample Language: “I’ve noticed you’ve been less involved lately, and I want to check in. What’s going on from your perspective?”
1. Summary: You’re worried that saying 'I don’t know' will make you seem unprepared or unqualified.
2. Framework: Model humility and ownership. Being honest builds credibility when paired with a plan.
3. Sample Language: “That’s a good question — I don’t have a complete answer yet, but I’ll look into it and circle back by Friday.”
1. Summary: You want to give direction without smothering initiative.
2. Framework: Use 'what + why' clarity: explain the outcome and context, then trust the how.
3. Sample Language: “The goal is to deliver the client draft by Tuesday so they have a full day for review. You own the details — let me know if you hit blockers.”
1. Summary: When team members clash, avoiding it usually makes things worse.
2. Framework: Use the DESC script (Describe, Express, Specify, Consequences) for constructive confrontation.
3. Sample Language: “I’ve noticed tension between you two during meetings. I want to understand what’s going on so we can resolve it. Can we talk it through together?”
1. Summary: You may feel pressure to prove your authority — but credibility comes from respect, not control.
2. Framework: Acknowledge their experience and focus on partnership, not hierarchy.
3. Sample Language: “I really value the depth you bring to this role. I’d love your input as we shape how we work together going forward.”
1. Summary: Repeated missed deadlines hurt trust — but the root cause might not be laziness.
2. Framework: Clarify expectations, explore blockers, and reset ownership using a coaching style.
3. Sample Language: “I’ve noticed a few deliverables have slipped. Can we walk through what’s been getting in the way, and what support you might need?”
1. Summary: You want to empower others, but worry they’ll think you’re offloading.
2. Framework: Delegate with context, trust, and visibility — show that it’s about growth, not avoidance.
3. Sample Language: “I’d like you to take this on because it lines up with your strengths and will give you visibility with leadership. I’m here to support, not to micromanage.”
1. Summary: Trust isn’t granted by title — it’s built through consistency, care, and follow-through.
2. Framework: Focus on being reliable, honest, and curious. Trust builds when you do what you say.
3. Sample Language: “I know I’m new in this role, and I want to earn your trust. I’ll be open with you, and I hope you’ll do the same. Let’s check in regularly to stay aligned.”