A change of management is always associated with high expectations - not only on the part of the company. As a result, the new manager is closely monitored during the first few months. An unsuccessful start is difficult to make up for and the associated costs are high. To ensure that managers are well prepared when they take up their new position and are able to perform it successfully, coaching to accompany the change of management position is helpful.
It happens again and again: the new leader - actually a beacon of hope - doesn't really get going, doesn't deliver the desired results, can't convince partners and customers or can't inspire and motivate their own team. There are many reasons why new managers fail to meet expectations, which are usually high, or even fail in their new position. This is not always due to the suitability of the person concerned. Sometimes the requirements and expectations of the new manager are not communicated clearly enough. The new leader does not correctly assess the framework conditions, opportunities and risks in the unfamiliar area and sets the wrong priorities. And in general, what worked well in the past does not necessarily lead to success in the new position.
To ensure that a leader performs their new position professionally from the outset, it is often advisable to provide coaching to accompany the change of leadership position - in other words, coaching that advises and supports the new leader when they take up their new position and how they perform it in the first 100 days or first year. Such coaching helps the leader to master the challenges of virtual leadership and digital communication and supports them in implementing agile and flexible working methods. The coach acts as a reflection partner and source of inspiration to support the leader in mastering the new requirements.
Read the download below to find out what you need to bear in mind when changing management positions and how coaching can successfully support this process.
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