The Benefits of Executive Coaching for New Managers

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It is safe to say that most corporate career paths will eventually lead to a career in management. However, not everyone has the skills to effective manage and control a large group of employees. For this reason, the transition from employee to manager is not always a smooth one. To ease the transition and help train new managers, many companies are hiring executive coaching professionals to work with newly promoted employees and help them adapt to their new roles.

A person who works in executive coaching focuses on the issues that managers face while dealing with their employees and subordinates. Management requires a whole new skill set that some people may not intuitively possess, such as evaluating performance, having tough conversations with employees who are not performing as well as they should be, dealing with conflict within the division, and effectively motivating and leading a team. Some newly promoted managers intuitively possess such skills, but others may need to be taught. This is where the coach comes in.

However, executive coaching should not be viewed as some sort of makeover that seeks to erase a newly promoted manager’s entire personality and create a new one from scratch. Instead, these professionals work to help newly promoted managers understand their new roles and hone the skills necessary to be successful. Many managers already possess the necessary skills to some degree, they just don’t know how to effective use them in a professional setting.

Executive coaching can involve a number of different training exercises and techniques that will vary depending on the personality of the newly promoted manager. It generally begins with an assessment of their personality and people skills, which can be done by observing him or her at work and taking notes on how he or she interacts with other employees. Coaches can also talk to supervisors and corporate executives about the manager’s personality and ask if there are any areas in which he or she could stand to improve.

Once the data has been gathered, these professionals will generally sit down and have a meeting with the manager to discuss their observations. They will then suggest possible plans of action for tackling these problems and bringing about change. In some cases, the newly-promoted manager will be aware of his or her own weaknesses and will eagerly accept tips and suggestions on how to improve. However, others are not so self-aware, which can make executive coaching more difficult. In the latter case, it may take more time and more gradual steps to truly bring about a noticeable improvement in the manager’s behavior.