Why So Many New Leaders Struggle — And How Confidence Changes Everything

Why So Many New Managers Struggle — And the One Skill That Changes Everything

Stepping into a leadership role is exciting—but also overwhelming. Research shows that 50–70% of new managers struggle within their first two years, and up to 82% of professionals experience imposter feelings at some point. The biggest barrier isn’t talent or knowledge—it’s confidence. When new leaders doubt themselves, hesitate, or feel unprepared, it affects performance, culture, and team trust. The good news? Confidence is a skill that can be built, and with the right development, new leaders can thrive instead of merely survive.

It’s no wonder new leaders often feel unprepared, overwhelmed, or unsure of themselves — even when they are fully capable.

But here’s the truth: confidence is a leadership skill — and it can be built.

And sometimes, all it takes is someone seeing what a person cannot yet see in themselves.

The New Leader Confidence Gap Is Real — But Overcomeable

Self-doubt shows up in different ways: hesitation, overthinking, avoiding decisions, apologizing too often, or questioning whether you belong in the role at all. Many new managers privately fear being “found out,” even when they have earned the opportunity.

These internal battles make leadership transitions harder than they need to be.

But confidence grows in the same way all leadership grows: one intentional action at a time.

A Personal Story — “No One Had Ever Believed in Me”

Years ago, during a one-on-one meeting with an employee, I told her something simple and honest:

“I can see you doing my job one day.”

At the time, I was a branch manager at a bank. When I said those words, she immediately burst into tears. No one had ever believed in her potential before — so she didn’t believe in herself. That one moment changed her entire outlook. She stood taller. She tried harder. She began leading differently, because someone finally saw what she was capable of becoming.

This is the quiet power of confidence. It changes how people see themselves — and how they show up.

Leaders can literally reshape someone’s identity with one genuine affirmation.

Skill Gaps Aren’t the Biggest Problem — Confidence Gaps Are

Many new leaders don’t fail because they lack ability. They struggle because:

The expectations are huge

New roles often come with unclear expectations or overwhelming responsibilities.

They’ve never been taught foundational leadership skills

Communication, self-awareness, accountability, emotional regulation…Most managers are promoted for performance, not leadership readiness. As an example, a stellar nurse doesn't always equal a ready leader or a high performing assistant doesn't always equal a performing executive.

Imposter feelings block action

When you doubt yourself, you hesitate. And hesitation slows development.

And Here’s the Hidden Truth — Many Strong Leaders Are Already Inside the Organization

Many new leaders don’t fail because they lack ability — they struggle because their potential was never recognized, developed, or nurtured. Organizations often look outside for “ready-made” leaders, but some of the strongest future managers are already on the team. They know the work, the customers, the culture, and the challenges. They just haven’t been given the opportunity or the confidence to step forward.

Promoting from within not only accelerates ramp-up time — it also builds tremendous loyalty. Imagine working in a place where you know you’ll never be promoted because leadership always hires from the outside. The disengagement that it creates is staggering.

When people see a path forward, they invest more deeply — in their role, their growth, and the organization.

Why Leadership Training Builds Confidence

Confidence doesn’t come from personality. It comes from competence — and competence comes from consistent development.

Leadership development is especially effective. Find your development with one-on-one coaching, find a leadership program or a mentor, utilize microlearning opportunities. Because these types of learning opportunities help new leaders:

Build skills in small, manageable pieces

Perfect for busy schedules or overwhelmed new managers.

Take action quickly

Confidence grows when you see progress and impact right away.

Strengthen self-awareness and emotional intelligence

The two biggest predictors of long-term leadership success.

Feel supported rather than alone

Training reminds people: “You’re not supposed to know everything yet. You’re learning.”

A Simple Year-End Leadership Reset

As the year wraps up, this is the perfect time to ask:

“What is one area of leadership I want to strengthen before stepping into the new year?”

Choose one skill: communication, confidence, clarity, accountability, adaptability — and focus on it for the next 30 days.

Try this today:

1. Identify one leadership situation that triggered self-doubt recently.

2. Write down what you wish you would have done or said.

3. Turn that into your action step for the week.

4. Choose one microlearning workbook that supports that skill.

These small steps compound quickly — and they create confident leaders.

If you’re ready to step into the new year with confidence and clarity, explore the LIA Microlearning Library. Each workbook helps you build practical leadership skills that translate into real results.