How can new managers receive career development coaching during leadership training programs?

Before seeking coaching as a new manager, pinpoint your goals and areas for improvement. Use self-assessments, 360-degree feedback, or career plans to identify strengths, weaknesses, gaps, and aspirations. Ask key questions about necessary skills, anticipated challenges, and available support. Clarify short-term and long-term goals for yourself and your team, and establish measurable benchmarks for progress and performance. This self-awareness lays a foundation for targeted and effective coaching to enhance managerial skills.

Los nuevos gerentes pueden recibir entrenamiento de desarrollo profesional durante los programas de capacitación en liderazgo a través de talleres interactivos, sesiones de mentoría, proyectos prácticos, simulaciones de liderazgo, y feedback constructivo para mejorar habilidades de gestión, toma de decisiones, comunicación, y liderazgo de equipos.

Professionals don’t typically start their careers in management positions - they usually start with focusing on specific tasks or technical skills, and then get promoted based on how well they perform. And yet being a manager requires a different skill set (and therefore different training). Sure, having a strong technical foundation can be important. But your interpersonal and communication skills will matter a lot more for you to perform to expectations. If you are a new manager, having the awareness that you are in a role that was different from before, rather than thinking your role is an extension of what you did before, is super valuable, and this should be the focus with any career development and leadership training you seek.

Identify coaching needs, then find a suitable coach with the right expertise or perspective, be it a senior manager, peer, mentor, or external consultant. Consider individual, group, or online coaching based on preferences, availability, and budget. Seek recommendations from supervisors, HR, or colleagues, explore internal coaching programs, and research external coaches or platforms. Reach out to potential coaches, expressing interest and expectations, aligning coaching choices with specific developmental goals as a new manager.

Coaching is partially designed to help managers explore internal and external blockers that are preventing them from showing up how they want to as a leader. In addition to these explorations, another benefit of coaching is that it establishes actions for managers to take forward BUT it is on the manager to implement them. If a manager creates actions in a session and does not complete them before the next session, it's okay, we're all human. The topic for the next session could be exploring what got in the way of the actions being completed.