Let’s talk about something managers are often not comfortable admitting out loud: managing people is hard.
Most of us are not taught how to manage people before we are asked to do it. We are often promoted for doing excellent technical work… and then expected to “figure out” management on the fly. This can be stressful for even the smartest manager as well as the people accountable to us.
Here’s what often happens to a new manager:
– They may be reluctant to give feedback or they’re feedback doesn’t land well
– Their navigation of operational demands relative to the human side of managing a team may be clumsy or hesitant
– They have difficulty steering team dynamics in a productive direction
– They start to question their abilities and instincts, though they’re trying to do their best
Management requires a different toolkit from individual contribution. It’s not just about getting work done—it’s about guiding, listening, influencing, acknowledging, holding and communicating a vision.
That’s where coaching makes a difference.
In my practice, I help managers build the clarity and confidence to:
– Navigate performance issues with empathy and precision
– Shift from being a doer to being a facilitator of others’ growth
– Communicate in ways that motivate, as well as manage
– Lead from a place of grounded confidence and authority, not guesswork
If you’ve ever thought, “I was great at my last job… I never thought managing would be so much harder – am I doing something wrong?” — you’re not alone. And you’re not failing. You just haven’t gotten all the tools you need to be successful in your role.
Let’s change that.