3 Reasons First Time Managers Need More Help Than They're Getting
The jump to first time management has the biggest failure rate of any leadership transition and it doesn't take long to diagnose the problem. Despite first time managers, by their nature, having no experience in people leadership, senior and top management typically have leadership development budgets of somewhere between two and five times that of first time leaders (Deloitte, 2014).
In short, first time leaders don't get enough support, which has its impacts. One of the biggest challenges faced by organizations today is retention of people, and one of the big reasons people leave is down to their impressions of their manager. First time leadership should be considered a key risk area for any organization.
The Great Resignation isn't just a catchy clickbait phrase, it's an accurate summary of what's happening in workplaces around the world. And yet, this clear challenge doesn't work itself out into reality as far as first time managers are concerned. That has its own logic behind it of course, and we'll come back to that, but let's take a moment to look at 3 ways that first time managers can be a great asset for protecting the future of an organization.
Shifting identities
The move from individual contributor (i.e. 'doer') to manager is the most significant mindset shift most people have to make in their careers. The psychological difference between doing the right thing yourself and being responsible for others doing the right thing is a big one.
The most predictable outcome from this is going to be underperformance, leading to a negative experience for the first time manager, who has probably had a very good experience of their performance at work to date (hence their promotion), and negative outcomes for the organization as well.
The answer to this challenge cannot lie in a handful of nicely animated instructional videos. Good leadership only comes through increased emotional intelligence and self awareness, both of which benefit greatly from experience and reflection. Coaching, as I'll come back to, is a longer-term experience designed in a non-directive manner. For this reason, it's perfect for these sorts of skills in a way almost nothing else is.
Reasons to leave
The idea that "people don't leave bad jobs, they leave bad bosses" is nicely quotable, which ought to make us suspicious of it, and yet it turns out that one of the top three reasons people quit their jobs is down to their relationship with their manager. And the inherent nature of a first time manager is that they don't have any experience!
I remember applying for a job in my local shop when I was 16 and being told I didn't have enough experience. I felt it was terribly unfair – how could I get experience if all the jobs need it? When I did eventually get a job, my employer treated me like the newbie that I was, over-explaining, repeating, and picking up on every missed detail to make sure I understood what was expected of me.
It would appear organizations don't tend to treat first time managers like that, as if they will pick up their own managers' good behavior through osmosis rather than develop leadership skills through targeted actions. Let's come back to coaching. Particularly when it's delivered as flexible as possible, coaching offers new leaders the chance to proactively reflect on what they've observed in others and in themselves, leading to new insights and better leadership behaviors.
Immediate impact
The instinctive response for most organizations when faced with the fact that leadership development budgets are greater for senior and top managers comes down to impact. Who needs more support: the CEO, leading 50,000 people, or the new manager with only a couple of direct reports?
The answer comes at us from different angles, for example:
- First time managers have no experience.
- First time managers are generally managing the most unproven people in the business, while the CEO's direct reports are going to be senior leaders in their own right
- Their direct leadership responsibilities in most cases will include the majority of people in an organization
Because first time managers are right at the coal face, a general trend in lots of organizations will be to end up with a large number of people who need the most hands-on support managed by them. As a result, if an organization wants to positively impact its people through leadership, the people to invest in should be first time managers.
The solution: democratize coaching
There's no question that coaching is a helpful part of leadership development programs. That intuitively feels right – the highly personalized nature of coaching means that every recipient develops leadership skills that matter the most to them. And coaching has been reserved for the privileged few for too long.
Organizations wanting to maximize the productivity of their people, retain top talent, and position themselves for the future, should already be starting to introduce leadership development coaching as standard for first time managers.
It will support the future of the organization, as rising stars shift identities away from individual contributors and towards people leaders. It will increase retention of staff, as they are led in positive ways. And it will boost overall productivity and decrease risk, as those on the ground are supported and challenged in the best ways by their new managers.
FAQ
At CoachHub, we believe in the power of aligning individual growth with organisational objectives. Our dedicated coaches work closely with coachees to ensure that their growth plans are directly linked to your company's overarching goals. This includes addressing specific leadership development needs within different departments or teams, and recognising that each area may have unique challenges and requirements.
To achieve this alignment, we collaborate closely with our clients and their senior leaders, taking the time to understand their organisation's specific challenges, objectives, and organisational culture well. By gaining deep insights into your company's dynamics, we can tailor coaching plans that address the specific needs of different teams and individuals.
Our approach is highly customised and adaptable. We recognise that each coachee has unique requirements, and we leverage our expertise to develop coaching plans that are relevant and effective for all participants, regardless of their role or level within the organisation. Whether it's helping to develop leaders, retain talent, improve leadership skills of middle management, or support C-suite executives, our coaching programs are designed to cater to diverse needs and ensure maximum impact.
By aligning growth plans with your company's objectives, we create a cohesive approach that enhances overall organisational success. Our coaches help coachees identify areas for improvement, set meaningful goals, and develop actionable strategies to bridge the gap between their current competencies and the desired leadership abilities. This alignment not only facilitates personal and professional growth but also contributes to the long-term success of your organisation.
With CoachHub, you can be confident that our coaching programs are tailored to address the specific leadership development efforts within your organisation. By collaborating closely with our clients, we ensure that our coaching plans are relevant, effective, and aligned with your company's objectives, driving growth and excellence across all departments and levels.
At CoachHub, we understand the importance of scalability when it comes to your leadership development program. That's why our programs are thoughtfully designed to accommodate a large number of participants simultaneously, ensuring that organisations of all sizes can benefit from our services. Whether you have a small team or a global workforce, our coaching platform is equipped to handle the scale.
With our advanced digital coaching platform, we bring high-quality coaching directly to employees all over the world. The beauty of our online sessions is that participants can access them from anywhere, at any time. This flexibility empowers employees to engage in coaching without geographical constraints or time zone limitations. Whether they're working from home, travelling for business, or stationed in a different country, our platform ensures that they can easily connect with their coach and participate in sessions at their convenience.
The digital nature of our coaching platform also means that participants can enjoy a consistent and seamless coaching experience, regardless of their location. Through video calls, instant messaging, and other interactive tools, our platform fosters a sense of connection and engagement between the coaches and participants. This virtual environment not only saves time and resources but also allows for regular and ongoing coaching support without the need for in-person meetings.
By leveraging the power of technology, our scalable coaching programs break down barriers and provide accessible coaching solutions to organisations and individuals around the globe. Whether it's a small team or a multinational corporation, our platform ensures that every participant can benefit from high-quality coaching, anytime and anywhere.
Absolutely! CoachHub's leadership development program is designed to seamlessly integrate with your existing talent development and performance management initiatives. We understand that every company has its own unique needs and goals, and that's why our coaching sessions are completely tailored to meet those requirements. Whether you're looking to strengthen leadership skills, foster personal growth, or achieve organisational success, our program aligns perfectly with your company's specific objectives.
By customising our coaching sessions, we ensure that each individual receives the guidance and support they need to thrive. We take the time to understand their strengths, challenges, and aspirations, and then craft a coaching experience that caters to their personal growth journey. This way, we can provide targeted development opportunities that directly contribute to their success within your organisation.
When you integrate our program with your leadership development efforts and performance management initiatives, you create a powerful synergy. Our tailored approach complements and reinforces your existing efforts, allowing you to build a comprehensive framework for maximising the potential of your workforce. Together, we can create an environment where employees are motivated, empowered, and equipped with the skills they need to excel.
So, rest assured that with CoachHub's leadership development program, you can easily integrate coaching into your existing initiatives and achieve remarkable results that align with your company's requirements.
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