Services
Coaching for New Managers
You got promoted for being good at the job. Now the job is managing the people who do it. Nobody handed you a new manual on the day you got the role.
Format
45-60 minutes, by video call
Rhythm
Weekly or fortnightly, you pick the pace
Length
3, 6 or 12 months
Best for
Newly promoted or seeking the move to people manager
What it actually is.
This is the hardest transition in leadership, and most people make it alone.
You’re expected to lead a team you used to sit in, take on conversations you
were never trained for, and do all of it without losing the work you’re still
quietly doing. It’s a lot, and it’s normal to feel it’s a lot.
Most new managers do not delegate, they offload. They hand over a task and
then hover, because they still feel responsible for the result. Or they do it
all themselves because it’s faster than teaching anyone else. Either way the
team never learns, and you stay the bottleneck.
Delegation is not about getting rid of work. It’s about building capability. That’s the whole shift, and it’s the core of what I coach new managers on.
How the sessions run.
I’m strengths-based. We start with what already works in how you manage, and
we build on it. We don’t spend months tearing you down to rebuild you. We find
the good and make it repeatable.
And I bring examples. I’ve spent twenty years building operational blueprints, and delegation one is my strongest. It’s the programme I point Help to Grow mentees and
returning professionals towards.
The work
What we will actually work on.
- Reframing responsibility vs. accountability
- Delegating without losing the thread
- Building systems that show you where your focus should be
- Difficult conversations you keep postponing
- Making decisions with incomplete information
- Leading in a way you can sustain for years
The process
Three steps to get going.
01
A free discovery call.
Thirty minutes. You describe what is going on; I tell you honestly whether coaching helps and whether I am the right person.
02
Strengths and goals.
A longer first session to map how you operate and agree what success looks like in three, six and twelve months.
03
The work itself.
Regular sessions, written actions, honest feedback, and a review at the halfway point to check we are still pointed at the right thing.
Outcomes
What tends to change.
Handover without the guilt.
You assign work so the person owns it, and you don’t have to rescue it three days later.
Effective 1 to 1s.
They’re not status updates or chats. Hold difficult conversations without avoiding it.
Progress without you.
You learn to let go and manage performance differently.
Worth a conversation?
Book a call and tell me where you’re stuck. I’ll be straight with you about
whether coaching is the answer, and where the delegation is the issue.