As I deal with the mid-level manager, I see a pattern. The manager was a competent, diligent, employee whose natural progression was to “move up” the ladder. He/she shows great leadership potential and some administrative skill. So, he/she is moved up into management. The new manager knows the area he/she is managing but has been given little to no guidance on how to supervise, motivate, guide, mentor, and lead the people he/she inherited. A common question is this, “I know how to do their jobs, how do I get them to do what I was doing?”
I love working with this type of person. Through seminars, group coaching, one-to-one coaching, I have been able to give mid-level managers tools to make their jobs smoother and help them unlock the leadership potential their supervisors observed in them to begin with. I have a heart for the “new”, first time manger, but I have seen great movement in those have been in management for years. Those who have “figured it out” by trial and error can benefit from my experience and guidance. Some of the greatest movement I have made in my work has been with those who have been in their position for years. The scenario didn’t change. They were handed the keys and given a pat on the back and were told, “Go get ‘em.” After some time with me, they say, “Wow, I wish I had known this all along.”
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