Coaching: A Means to Elevating New Managers
The power of coaching for managerial success.
Embarking on the journey of management and leadership is akin to stepping onto a tightrope—a careful (and wobbly) balancing act of new responsibilities, increased expectations, and changing relationships. For new managers, this transition can be both exhilarating and daunting. They encounter a myriad of challenges as they assume leadership roles. From mastering the art of delegation to resolving conflicts and fostering team cohesion, the learning curve is steep.
To navigate these uncharted waters with finesse, they need more than just a playbook; they need personalized guidance, support, and development. While some companies (often sizable with resources to boot) offer management or leadership development programs, many organizations rely on internal training, limited manager coaching, peer mentoring, or…dare I say, nothing at all.
This is where coaching steps in as a transformative, useful tool. Outlined below are three areas of new management experiences where coaches can provide assistance and offer tangible value:
Navigating challenges.
Managing people isn't a skill one learns overnight; it's a nuanced craft that evolves through experience and guidance. New managers must navigate diverse personalities, motivations, and work styles while fostering an inclusive and collaborative environment. Understanding team dynamics, resolving conflicts, and nurturing talent are essential aspects of this journey. In my personal experience as a consultant and coach, one of the most prominent challenges for new managers is navigating the personal relationships at hand. Many new leaders are adapting to their new-found titles and roles, while trying to maintain similar relationships with colleagues. In many cases, some new managers are also now overseeing friends and former peers. Not only is this challenging from a business perspective, but it is difficult to navigate on an interpersonal and emotional level. In addition, increased workloads, new goals and objectives, and even schedule changes can add additional demands for a new manager.
Adopting new skills.
New role, new skills needed. In my consulting work and beyond, I’ve seen this area often fall flat—many new managers are given roles based on their performance in previous ones; however, they are often not trained on the many differing skillsets needed to successfully manage a team and take on new responsibility. For one, effective communication lies at the heart of successful leadership. New managers must hone their ability to articulate visions, provide feedback, and inspire action. Equally important is the art of active listening, which fosters trust, empathy, and understanding within teams. Mastering these skills enhances not only productivity, but also fosters a culture of open dialogue and mutual respect. When thrown into a new managerial position, it’s vital that this new leader receive proper training and education on what skills (mainly soft skills) could be needed in order to be as successful as possible. At Starting Gate Solutions, the coaching technique used is rooted in emotional intelligence training—with a deep focus on building self and social awareness, modifying behaviors, and leading from values and purpose.
Shifting mindsets.
A key responsibility of a manager is to set a compelling vision and steer their team towards it. However, crafting a coherent vision requires clarity, foresight, and strategic thinking. Moreover, translating this vision into actionable goals and rallying the team behind it demands finesse and leadership acumen. To move from the “contributor” mindset to the “visionary” mindset, a new manager may need a great deal of guidance and time to adapt. This type of shift cannot happen overnight and often takes weeks of practice, education, (a little failure) and reflection. What can be difficult, however, is that business expectations may demand otherwise—for example, a new manager may be expected to deliver on a change process quickly, with specific deliverables and deadlines. We must understand that in order to set certain expectations of new managers, we must first provide them with the training, support, and space to “get into gear” and cultivate new ways of thinking. In my opinion, I find mindset shifts to be one of the most impactful areas for coaches to bring the most value.
So, why engage with a coach?
Enter a professional coach – a seasoned guide who illuminates the path to leadership excellence. Through personalized guidance and feedback, a coach helps new managers navigate challenges, refine their leadership style, and unleash their full potential. From honing communication skills to fostering emotional intelligence, coaching empowers managers to lead with confidence, create impact, and drive success. Someone from the outside of the organization—a neutral party—not only offers a safe space for conversation and debate, but also provides thought-provoking questions that are focused on the individual, not the company or the dynamics at play.
Investing in coaching isn't just about nurturing individual talent; it's about cultivating a culture of continuous growth and excellence within the organization. By equipping new managers with the tools and support they need to succeed, businesses foster a pipeline of effective leaders who drive innovation, engagement, and bottom-line results.
By embracing the transformative power of coaching, we pave the way for a future of inspired leadership and unparalleled success.