The long-term effects of a struggling manager can be profound, and most companies can’t afford to have key leaders not working at their optimal best. Struggling managers can drag down the whole team, risk potential legal action, cause turnover and negatively impact employee morale. Coaching senior leaders provides an open door that leads to better behaviors and actions via a trusted guide to help them through it.
Thankfully, almost all leaders have the potential to improve—if they get the right support to help improve their leadership skills. Cecilia Gorman works one-on-one with struggling managers to help them with targeted developmental opportunities.
Through one-on-one directive sessions, Cecilia works to target key development opportunities and transform not only how they show up as a manager and leader but also how they impact the people on their teams. From a powerful 5-part program to extended support for up to 6 months, her direct and objective guidance helps drive self-awareness, target key growth opportunities and improve communication and relationship skills.
As an unbiased external coach, Cecilia’s background in organizational leadership and HR helps her dig deep and hone in on specific areas to help leaders transform. Key coaching topics target career-limiting behaviors and Cecilia works with clients to improve relationships and communication with colleagues so they can become more effective and drive better outcomes overall.
It’s no secret, better managers drive your organization’s performance and any manager has an opportunity to become their best through Cecilia’s coaching programs.
DOES MY STRUGGLING MANAGER NEED A COACH?
Perhaps you’ve seen Gallup's stats on how managers drastically affect employee engagement and productivity. Without the right coaching, a struggling manger could be your greatest liability.
Maybe they are poor communicators and neglect or avoid tough conversations. Perhaps they're rude, demeaning or verbally abusive. Often they’re poor listeners and have a hard time connecting with and influencing their team. Or they're inconsiderate; with little to no level of self-awareness about their behaviors and the impact they are having on those around them.
Unfortunately, a manager who exhibits these behaviors will rank pretty low on the success scale. Like the ripples of a stone thrown into water, the ripples of a poor leader can grow far beyond the immediate situation at hand.
If you feel like your manager is struggling, here are a few questions you can ask:
1. How long has their behavior been going on?
2. How damaging has their behavior been (to trust, communication, productivity, morale, etc)?
3. How much time has been wasted trying to resolve the issue?
4. Have others complained or quit as a result?
5. Is the employee valuable and worth the investment to remedy?
How long has their behavior been going on? Sometimes bad manager behavior rears its head once, is addressed and never seen again. Other times, it becomes a recurring situation with on-going problems. Coaching best addressed long-term struggles and/or egregious behavior challenges.
How damaging has their behavior been (to trust, communication, productivity, morale, etc)? Bad management behavior spews shrapnel deeper into the company and potentially can do a lot of damage. Consider the effects on the team's enthusiasm, energy and desire to stay at the company and do great work.
How much time has been wasted trying to resolve the issue? Every minute spent trying to solve employee issues is a minute not spent on delivering business results. Weak managers are a costly liability and the sooner problems are addressed, the faster you get a return on productivity and profits.
Have others complained or quit as a result? Poor managers affect everyone around them. If you hear grumbling and complaints, the problem may have deep roots. You’ll know it’s an even bigger challenge if people quit and claim their manager was the reason.
Is the employee valuable and worth the investment? It’s tough to lose leaders who are critical to the business, especially if they have a hard-to-replace position. Providing coaching to your most valuable leaders is an investment strategy that saves time and energy over recruiting.
To uniquely address our clients and their specific challenges, the length and duration of coaching sessions are flexible. However, most coaching clients benefit from a three-month commitment.
Interested in learning more? Schedule a Short Call with Cecilia about how she can add value to your team.