Management Coaching for New Managers
New Managers deserve to benefit from 1-2-1 Management Coaching. Here's why...
During the first 3 months of 2020, Summit has been appointed to provide one-to-one Management Coaching for new managers. To clarify 'new', I mean appointed to their post within the past 6 months.
It is becoming increasingly clear that more organisations are understanding that simply appointing an individual to a people management position isn't going to guarantee s/he will be successful in their role.
Even if s/he excelled in a completely unrelated role, was even a top performer or high flyer, the transition from working on your own initiative, being responsible for achieving your own goals, and being responsible only for yourself is the complete opposite of being responsible for a team which consists of individuals each with their own:-
- Preferences re how they wish to work.
- Personal values.
- Personal standards.
- Definitions of what is 'fair' and 'unfair, what's 'right' and 'wrong'...and more.
Quite a lot to consider, absorb and manage? Absolutely.
Managing Former Peers
An additional challenge for new managers can be encountered when s/he begins to actually manage individuals who s/he previously worked alongside. The absence of clear boundaries within this revised relationship status of 'Manager' and 'Subordinate' can easily result in the tough talks which may actually deserve to take place, not taking place.
Excessive Empathy being demonstrated by the Manager towards team members, partly because s/he wishes to be 'nice', but also because the Manager wishes to retain their good standing within the group. Yes, excessive Empathy can lead to People Pleasing rather than value creation for the organisation.
Many participants who engage with Summit on a Management Coaching programme use exactly the same phrase to reflect their position. "It's like being stuck between a rock and a hard place." But rarely does the Manager actually inform their own Line Manager. Why? Often this is because expressing concern about how they are feeling in their position as a Manager can feel like a personal failure. Even though healthily expressing such a concern can be a very positive starting point from which to begin to learn, develop and prosper.
5 Top Tips To Transition To a New Manager Position
- Gain clarity from your own Line Manager re how s/he will position you (within your new role) with your team members.
- Be absolutely clear on boundaries for performance, conduct, goal achievement, support available from you to your team members, and the support you welcome from them.
- Promote greater personal ownership - from understanding and delivering priorities, performance standards, problem solving and decision making (within pre-defined boundaries).
- Quickly deal with any individual who is not achieving at least minimum performance standards. Few things damage a team's emotional engagement than a Manager abdicating responsibility for addressing poor performance.
- Focus on managing yourself - your focus, your time, your priorities, your efforts. The more effectively you can manage yourself, the more effectively you can develop and manage an emotionally engaged, high performing team.
Find out more about the Summit range of Management Training courses by clicking here. You are welcome to call us on 0845 052 3701 (UK) for a chat too if you wish.
Posted by Scott Watson on March 12, 2020