This is a big milestone and a brilliant opportunity to make an important impact, whether it’s helping your new team to succeed, developing the people around you, championing change, and growing both personally and professionally.
If this your first taste of management, don’t worry, it’s completely natural to feel a mix of excitement and uncertainty as you adjust and find your feet. In fact, 60% of first-time managers struggle within their first two years – and not because they weren’t capable, but because leadership requires a whole new skillset.
It’s not just about knowing your stuff anymore - it’s about building trust, creating the right environment and helping others to thrive. In fact, a recent study found that 69% of employees consider trustworthiness the most important quality in a manager. That’s powerful and shows that your impact as a leader isn’t always about having the answers – it’s about showing up for your team day in day out.
At Moxie, we work closely with brilliant people across the housing and the charity sector, so we know just how exciting – and overwhelming – this step can feel. But don’t worry, we’ve pulled together some of our top-tips to help you hit the ground running.
One of the biggest challenges for new managers is moving from focusing on your own output, to supporting your team’s success.
It can feel like there is suddenly a lot more on your plate – we get it! But great leadership isn’t about taking on every responsibility yourself. It’s about learning to trust others, building up your team and knowing where you need to focus your energy.
And this is backed up by research, as according to a survey by Gallup, managers that effectively delegate generate 33% more revenue than those who struggle to let go of their workload. Now, we know that careers in housing association and charities aren’t about generating revenue, but this does back the value of effective delegation.
For new managers it’s even more important – the temptation to prove yourself by doing everything can be hard to resist, but without delegation:
Trust your team unless they give you a reason not to and listen to them - they are your best source of knowledge when you start your new role.
Here’s our tips on how to delegate well:
Done well, delegation is a real strength!
"Culture eats strategy for breakfast"
Culture is everything, especially in values-led organisations such as housing associations and charities. People who feel connected to their team and mission are four times more engaged at work. And as a manager, you play a key role in shaping that experience.
Here’s how you can build a culture that supports your team:
Building culture doesn’t happen overnight – it starts with small and consistent everyday actions.
Let’s be honest – there’s a lot of skills that make great managers that aren’t covered in your standard training.
Being a manager is a lot more about people than completing projects or tasks. It’s about supporting your team and finding ways for them to thrive, dealing with different and sometimes complex personalities, and often being a coach or therapist. I underestimated how much emotional intelligence matters and how often I would lean on this.
Here’s a few of our essentials that really make a difference:
Studies show that EQ is twice as important as IQ in leadership success. Being self-aware, empathetic, and adaptable in how you communicate will help you connect, build trust and lead with impact.
Great leaders don’t avoid challenges; they address them early, turning difficult situations into opportunities for learning and growth.
It’s easy to rush into fixing things before understanding what’s really going on. Slow down, ask questions and define the challenge early. This approach helps prioritise efforts and find the most effective resolutions.
Adopting a coaching management style can help unlock your team's full potential. It’s all about asking questions, listening to your team, and guiding them into finding their own solutions.
Most managers in housing and charities we speak to are expected to recruit with zero formal training. Yet, hiring is going to be one of the most critical things you’ll do. If this feels like unfamiliar territory, don’t be afraid to ask for help or reach out to Moxie, and we’d be happy to share some ideas and insights.
Excuse the plug - but if recruitment is causing you an unnecessary headache, partnering with a sector-specific recruiter, like Moxie, can help lift a huge amount of stress by helping you find the right skills and people for your team.
But remember - these skills are going to take time to develop – and that’s FINE. It’s about progress over perfection after all.
Reflect regularly on your journey, get comfortable asking for feedback, get curious and keep learning.
Combining these skills with your technical knowledge is going to help you become a well-rounded leader and will serve you throughout your management career.
Great leaders aren’t born – they’re built.
Whether you’ve just stepped up in a housing association, or already managing a team in a charity, professional development is key.
Good managers and employers will back you with the support and development you need, but we always advise housing and charity leaders to you take the lead for driving your own growth.
Here’s how you can keep growing:
Your manager and organisation should back you with the support and development you need, but at Moxie, we advise housing and charity leaders to take the lead for driving your own growth.
But, if you’re not sure where to start – get in touch and we’d be happy to point you in the right direction.
Take the time to properly invest in your staff. Don’t be afraid to be vulnerable with them, this isn’t the weakness it can sometimes be made out to be. The rewards will be immense and make the workplace better for everyone.
Before you dive headfirst into your new management role, take time to sit down with your own manager or leadership team and clarify what's expected of you in your first 3 - 6 months.
This isn’t about proving yourself or ticking boxes, it’s about getting aligned on priorities, understanding what success looks like, and avoiding guesswork. When you’re clear on the goals, you can build a plan, delegate effectively, and make a real impact where it matters most.
Here are a few things you could ask:
Having this clarity not only builds trust with your leaders – it gives you the confidence to lead with purpose and plan your time more effectively.
Stepping into a management role in housing or a charity is a learning experience, and no one expects you to have all the answers from day one – it’s a journey.
From building trust and culture to learning the ropes of recruitment and conflict management, every skill you develop adds to your confidence and impact as a leader. Be kind to yourself, check in regularly, and don’t be afraid to ask questions or ask for help.
Remember: every great manager started somewhere, and with the right mindset and strategy, this could be the first step into a hugely rewarding career in leadership.
At Moxie, we get a kick from helping people to reach their potential in housing and charity. Whether you’re looking for career guidance, job market insights or help in recruiting the right people – we are here to point you in the right direction. Get in touch today to arrange a call or coffee.
Get in Touch!
