Coaching can help new leaders and emerging leaders at an important and sometimes crucial stage of their careers.  In the first part of their careers they have established themselves professionally and succeeded on the strength of their own ability, drive, and technical expertise.  New and emerging leaders often then need coaching assistance to make a number of transitions to be able to manage and lead increasing numbers of people effectively.  The initiative for coaching a new leader may emerge from: an opportunity for promotion; a performance or conflict issue; or from specific competency gaps identified during a psychological assessment, 360-degree survey, or other development feedback mechanism. However, we encourage our clients to proactively assist their next generation of leaders as they take these steps - rather than wait for the need to arise.

Key competencies arise when coaching new leaders: emotional resilience; leadership & managerial skills; and a variety of influencing skills including empathy, communication skills, and conflict resolution.  To an extent, new leaders can learn these things through training, reading, or trial and error.  Where we can make a difference is in the integration of these skills with the very personal redefinition of successful behaviour that is taking place.  Letting go of direct control of work, effectively delegating, and managing the 'atmosphere' of a team are essential components of taking on a leadership role.  We also bring into focus how the new leader can authentically take up authority when they have been accustomed to influencing via relationships and technical knowledge.  Presence, gravitas, and personal 'brand' are often near the top of their list.  Please contact us if you would like us to coach someone through this exciting, but sometimes perplexing, time in their career.