With little or no experience in navigating the anxieties of daily leadership, new supervisors and managers can benefit almost immediately from coaching by an objective party. Organizations are complex, and can be scary environments for new leaders. Conflicts and frustrations that might lead to poor performance–and even turnover–can be somewhat easily and quickly short-circuited.
A conversation about what might be getting in the way of success often leads him/her to ask
- “How do I manage people who were until recently my peers?”
- “How can I be more productive in the limited time I have with my boss?”
- “How can I manage my time so that I can get my work done and also be available to my team?”
- “How can I ask for help without sounding like I can’t do my job?”
It may sound like “workplace therapy”, but it’s really just offering a safe (and confidential) place to discuss how the employee is doing, feeling and how he/she can improve.