Most managers don’t struggle because they don’t care. They struggle because they’re managing up, managing down, hitting goals and trying not to mess things up - all at the same time.

As 2026 starts, a lot of managers are asking some version of: How do I do this well without burning myself or my team out? These lessons come from that exact tension.

Below are 10 lessons you can take into 2026 as a manager if you want to lead well, hit goals and still create a workplace where people feel respected and motivated.

Every blog, I include a video - and this week's video includes a bonus tip for everyone, whether you're a manager or not. Watch and if it resonates, share with your team. 

Now, let's get into the 10 lessons.

1. Work Can Drive Results Without Driving People Out the Door

You don’t have to motivate people through fear to hit goals. Successful leadership can be human.

Example: A manager sets aggressive targets and says, “If we don’t hit these, we’re going to have a problem,” but gives no direction on how to get there. Over time, people stop sharing ideas, stop flagging issues early, and focus solely on doing whatever it takes to avoid getting blamed.

That same manager later realizes people are far more motivated when they understand the goal, feel okay suggesting improvements and know they'll get credit when they do well.

2. Your Team Needs to Know 3 Things: What's Expected, What's Allowed and What's Possible

Most anxiety at work comes from missing information, not lack of effort.

Example: A manager tells someone to “take ownership” of a project, but doesn’t explain what that actually means. The team member doesn’t know what decisions they’re allowed to make, when to check in, or what success even looks like, so they play it safe and over-ask.

Spelling out what’s expected, what they’re allowed to decide on their own, and what growth or opportunity could come from doing it well gives people confidence (instead of anxiety).

3. Remember What People Share About Themselves

When someone tells you something personal, it’s information worth holding onto.

Example: A team member mentions in passing that mornings are tough because they’re getting their kids out the door alone. Weeks later, the manager schedules an early meeting without thinking twice.
Listening is step one. The next step is remembering and thinking, “What would help here?” Maybe it’s shifting the meeting slightly so they can get their kids settled and show up prepared instead of rushed. That follow-through is what turns listening into trust.

4. Mistakes Will Happen. Your Response Is What Matters Most.

Mistakes can be frustrating. What makes them worse is reacting in a way that turns one moment into a warning for everyone else.

Example: A team member makes an error and the manager reacts in front of the group with visible frustration or a comment like, “How did this happen?” The issue gets fixed, but the message sticks: don’t speak up, don’t ask questions, don’t risk being next.

Addressing it privately and calmly would still fix the mistake, without making fear part of the culture.

5. Different Doesn’t Automatically Mean Wrong

Your way isn’t the only way.

Example: A manager gets annoyed because someone’s process looks different than theirs. It doesn’t feel right, so they assume something’s off.

When they step back, the deadlines are met and the work is solid. The problem wasn’t the team member. It was letting go of control.

6. Say the Good Stuff Out Loud (and Share It)

If you think it, say it.

Example: A manager brings up a team member’s work in a meeting and gives them credit there, but never actually tells the person. The team member felt good about their work, but had no idea their name even came up.

Telling someone directly takes about ten seconds, and it can make their entire day - and sometimes a lot longer than that.

7. Real Life Will Interrupt Work

Usually at the worst possible time.

Example: During a busy period at work, a reliable team member finally says they’re overwhelmed and barely holding it together. The manager shrugs it off with, “That’s just pressure - just gotta get through it.”
A few weeks later, the team member is out on medical leave.

Listening sooner, asking what’s actually going on and talking through whether a temporary work adjustment or additional support could help - including looping in HR if needed - might have changed the outcome entirely.

8. People Want More Information Than You Think

When people don’t have information, they fill in the blanks (often with the worst-case scenario).

Example: A manager sends a vague email on Friday afternoon asking a team member to meet first thing Monday morning. No context. That team member spends the entire weekend convinced they’re getting fired.
In reality, the manager just wanted to talk about a new project.

One sentence of information could have saved two days of stress and built trust instead of eroding it.

9. Use AI to Be Better, Not Just Faster

AI should help you grow as a manager, not just get something off your plate. Ask this prompt: “How can I use AI to not just look better, but be better as a manager?”

Example: A manager pastes a performance review straight from AI into a document. It's not inaccurate... but it reads like it was written by a robot. The team member can tell it wasn’t really written about them.

Instead, AI can help a manager actually think through how their team members are performing, treat mistakes as learning opportunities, and create customized development plans that build on the review.

10. Pause and Lead Like It’s Personal

Before reacting, pause and ask how you’d want someone you care about treated.

Example: A manager having a bad day and sends a quick chat message to a team member, checking in on a project. When there’s no immediate response, irritation kicks in and they fire off a follow-up that just says “HELLO?!” in all caps.

Pausing instead, giving the person time to respond, and taking a breath before sending anything else keeps frustration from spilling over to someone else.

What to Keep in Mind in 2026

Heading into 2026, managers have more influence than they often realize. The way you communicate, respond and make decisions shapes how people work - and how they live outside of work.

If you’re reading this and thinking about how to handle things more thoughtfully in 2026, that awareness already puts you ahead. You don’t need to have everything figured out. Wanting to do better is where better leadership starts.

Want to lead with more confidence and humanity in 2026?

My upcoming book The Manager Method (releasing February 10th) breaks down how to pause, think through real-world situations and act in ways that build trust, clarity, and accountability.

👉 Pre-order the book here: https://www.managermethod.com/book