For anyone stepping into their first leadership role, it will likely be an overwhelming experience. The shift from being an individual contributor to a first-time manager means new challenges, new relationships, and a whole new set of expectations. That's why having an emerging leader development plan is essential. In this article, we’ll explore what such a plan is, why it matters, and how you can build one that helps you grow your foundational leadership skills and begin your journey with confidence.

What Is an Emerging Leader / First-Time Manager Development Plan?

An emerging leader development plan is a structured roadmap that helps new or soon-to-be managers transition into leadership roles with clarity, confidence, and intentional growth. It’s different from executive or senior leadership development, which typically focuses on strategy, vision, and organizational leadership.

Instead, this type of plan centers on readiness and developing the core leadership competencies needed to lead a small team, manage performance, and influence outcomes — often for the first time.

These plans are especially important for people transitioning from peer to manager. Without proper support, this shift can lead to confusion, missteps, or even failure to thrive in the role.

Why Feedback and Assessment Matter Early On

You can’t grow what you don’t know, or don’t see. That’s where tools like 360-degree feedback and leadership readiness assessments come in. These tools help first-time managers gain insight into how others perceive them — highlighting strengths, blind spots, and development opportunities.

Benefits of using feedback early in the leadership journey include:

• Increased self-awareness
• Clearer understanding of expectations
• Trust-building through transparency
• Focused development efforts based on real input, not assumptions

A structured tool like our First-Time Manager 360 is designed specifically for new leaders and focuses on practical, observable behaviors that matter in day-to-day team leadership.

Key Competencies to Develop as a New Leader

Your development plan should focus on foundational leadership skills — the kind that will help you build credibility, trust, and team performance. Here are the key areas to prioritize:

• Communication: Listening actively, giving clear direction, and having tough conversations.
• Accountability: Following through, setting expectations, and modeling ownership.
• Collaboration: Working across roles, building team cohesion, and managing conflict.
• Adaptability: Navigating change, responding to feedback, and staying open-minded.
• Emotional Intelligence: Understanding your impact, managing emotions, and leading with empathy.

These aren’t “soft skills” — they’re critical capabilities for any effective manager and form the backbone of any strong leadership development plan for new managers.

How to Build Your Emerging Leader Development Plan

Here’s a step-by-step approach to creating your first-time manager development plan:

1. Start with Self-Assessment

Use a leadership readiness assessment or a 360-degree feedback tool to establish a baseline. Ask: What do others see in me? Where am I strong? What do I need to work on?

2. Set SMART Goals

Pick 2–3 focused goals based on your assessment. Make them:

• Specific
• Measurable
• Achievable
• Relevant
• Time-bound

Example: “Improve team communication by holding weekly one-on-ones and asking for feedback each month.”

3. Create an Action Plan

Your development plan might include:

• Mentorship from a more experienced manager
• Regular feedback loops (e.g., check-ins with your manager or mentor)
• Reflection practices like journaling or reviewing your own decisions

4. Follow a 3–6 Month Timeline

Give yourself space to grow. A 90-day plan is a great place to start — but real change often takes a few months of consistent effort and support.

Common Pitfalls and How to Avoid Them

1. Acting Like a Senior Leader Too Soon
New managers sometimes try to emulate senior leaders without mastering the basics. Focus on building trust and delivering results at the team level first.

2. Overloading on Too Many Goals
More isn’t better. Pick a few key areas and go deep.

3. Skipping Feedback
Without feedback, development becomes guesswork. Build feedback into your routine.

4. Ignoring Team and Culture Context
What works in one organization or team may not work in another. Tailor your development efforts to your specific context.

A Realistic Example: Meet Jamie

Jamie was promoted from a high-performing team member to team lead. She was strong technically but had never managed people.

Her 360-feedback revealed:

• Strength: Accountability and follow-through
• Opportunity: Communication and empathy

Her development plan focused on:

• Weekly one-on-ones with each team member
• Attending a training on emotional intelligence
• Practicing open-ended questions in meetings
• Monthly reflection on progress

After 6 months, her team reported higher morale and clearer communication — and she felt more confident leading people, not just projects.

Conclusion: Start Strong with an Emerging Leader Development Plan

Being a first-time manager is exciting — but also full of challenges. Having a clear emerging leader development plan gives you structure, confidence, and the support you need to succeed.

If you’re stepping into leadership for the first time, take the time to build your own plan. Better yet, consider using a tool like the Emerging Leader 360 to guide your growth.

Want help designing a plan or running a 360-degree feedback process for your new leaders? Contact us to learn more.