Managing Managers


There are differences and the between coaching managers and coaching other team members. Team members are primarily responsible for their own performance, while managers are primarily evaluated on the performance of those who report to them. What new skill sets are needed? Your managers got to where they are because they were good at what they did. So, let’s guarantee their continued success by helping them grow in the areas where they need some development to succeed at this level.


Readjusting their understanding of their new role and their own business sense becomes a critical first step for managers who have a manager among their direct reports. They must be able to delegate and monitor another person’s management skills – only by giving up some control can they accomplish what needs to be done. We help your managers become better at coaching their teams. This new sense of confidence in working with others will lead to greater job satisfaction and better work results.

Skill Set Growth

Onboarding New Managers

What are the steps necessary to bring a new manager up to speed in their new role? We take your process and train your managers to be effective in this area.

Coaching New Managers

Coaching new managers has a lot of similarities to coaching employee teams, but there are some significant differences as well. Learning this difference is an important skill set to acquire for personal effectiveness.

Delegation of Tasks

Managers have some tasks that they need to do, but their primary job is to make sure that others are performing at a high level to accomplish the mission and goals of the organization.

Releasing Ownership of Previous Responsibilities

Previously held responsibilities, especially ones where managers were highly accomplished, can be difficult to let go. We help your managers learn to delegate these tasks to others and then set appropriate accountabilities in place to manage others successfully.

How Do They Do It?

The first step your managers will learn is the differences and the similarities between coaching managers and coaching team members. Next, they will examine the need to delegate to others. They will evaluate which tasks are appropriate to accomplish themselves and which need to be turned over. We will help them learn to assess and set their “junior” manager’s development goals. Finally, we help put quality accountability checks in place to make their work more efficient.

Ready to develop your organization's biggest resource?

I would love to start talking with you about your workforce challenges and opportunities so that we can develop a plan to bridge the gap between where you are and where you want to be.