Great Leaders, the truth is, the traditional manager role of directing employees and solving problems is no longer enough. Today, businesses and employees need more. They need managers who can empower, inspire, and coach their teams to achieve great things. When managers embrace the role of coach, something magical happens (and the results are transformative). It not only relieves the constant pressure managers face, reducing personal burnout, but also unlocks huge benefits for employees, the organization, and even your customers. Here are just some of the positive impacts you’ll see when your managers step into the role of coach: ✅ Improved performance: Employees build skills, close gaps, and take ownership of their success, delivering higher-quality work. ✅ Higher engagement: Teams feel supported, motivated, and valued, directly translating to better customer experiences. ✅ Stronger relationships: Coaching fosters trust, open communication, and collaboration, creating a more cohesive team that delivers consistent results. ✅ Greater innovation: Encouraging curiosity and problem-solving sparks creativity, leading to new ideas that benefit customers. ✅ A culture of growth: Coaching drives continuous learning, ensuring your team is always improving and ready to meet evolving customer needs. ✅ Better customer outcomes: When teams perform at their best, customers benefit from exceptional service, innovative solutions, and an overall enhanced experience. Having your managers play the role of coach is a game-changer! By shifting from constantly putting out fires to empowering their teams, managers free themselves to think strategically and build high-performing, thriving teams that “wow” customers and drive lasting business success. Are your managers ready to make the shift and embrace the role of manager as coach? At Top Talent Training, we specialize in building manager capabilities that drive results. Let’s connect to equip your leaders with the tools to unlock the full potential of their teams—and themselves—while delivering real, measurable outcomes for your business and its customers. #TopTalentTraining #ManagerAsCoach #LeadershipDevelopment #HighPerformingTeams #EmployeeEngagement #TeamPerformance #LeadershipSkills #WorkplaceCulture #CoachingMindset #ManagerEffectiveness #BusinessSuccess #EmployeeExperience #LeadershipGrowth #LeadershipExcellence #OrganizationalSuccess #FutureOfLeadership
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Great Leaders, the truth is, the traditional manager role of directing employees and solving problems is no longer enough. Today, businesses and employees need more. They need managers who can empower, inspire, and coach their teams to achieve great things. When managers embrace the role of coach, something magical happens (and the results are transformative). It not only relieves the constant pressure managers face, reducing personal burnout, but also unlocks huge benefits for employees, the organization, and even your customers. Here are just some of the positive impacts you’ll see when your managers step into the role of coach: ✅ Improved performance: Employees build skills, close gaps, and take ownership of their success, delivering higher-quality work. ✅ Higher engagement: Teams feel supported, motivated, and valued, directly translating to better customer experiences. ✅ Stronger relationships: Coaching fosters trust, open communication, and collaboration, creating a more cohesive team that delivers consistent results. ✅ Greater innovation: Encouraging curiosity and problem-solving sparks creativity, leading to new ideas that benefit customers. ✅ A culture of growth: Coaching drives continuous learning, ensuring your team is always improving and ready to meet evolving customer needs. ✅ Better customer outcomes: When teams perform at their best, customers benefit from exceptional service, innovative solutions, and an overall enhanced experience. Having your managers play the role of coach is a game-changer! By shifting from constantly putting out fires to empowering their teams, managers free themselves to think strategically and build high-performing, thriving teams that “wow” customers and drive lasting business success. Are your managers ready to make the shift and embrace the role of manager as coach? At Top Talent Training, we specialize in building manager capabilities that drive results. Let’s connect to equip your leaders with the tools to unlock the full potential of their teams—and themselves—while delivering real, measurable outcomes for your business and its customers. #TopTalentTraining #ManagerAsCoach #LeadershipDevelopment #HighPerformingTeams #EmployeeEngagement #TeamPerformance #LeadershipSkills #WorkplaceCulture #CoachingMindset #ManagerEffectiveness #BusinessSuccess #EmployeeExperience #LeadershipGrowth #LeadershipExcellence #OrganizationalSuccess #FutureOfLeadership
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What do "New Managers" need when they become responsible for employees for the first time: #management #leader #coach #mentor Many strive to climb the corporate ladder and seek management opportunities. This is GREAT! However, how many are truly ready? The truth is, less than 90%. Most new managers are winging it when it comes to people management. Let's talk about a few sensible items a new manager may want to keep in their back pocket as a reminder. New managers taking on leadership roles for the first time need to develop several key skills and mindsets to effectively lead employees: Build Relationships and Trust Getting to know your direct reports as individuals is crucial. Take time to understand each team member's strengths, weaknesses, motivations, and working styles. Building trust and strong relationships allows you to tailor your management approach and better support each employee. Focus on People Development As a manager, your success now depends on your team's performance and growth. Prioritize coaching, mentoring, and providing development opportunities for your employees. Have regular 1-on-1s to give feedback, discuss career goals, and identify areas for improvement. Communicate Clearly and Often Set clear expectations, be transparent about important topics, and establish open lines of communication. Provide context for decisions and keep your team informed. Practice active listening to understand your employees' perspectives. Delegate Effectively Learn to identify which tasks you should do yourself versus what can be delegated to team members. Empower your employees by giving them responsibility and trusting them to deliver results. Avoid micromanaging. Manage Team Dynamics As a leader, you'll need to: Motivate and inspire your team Hold people accountable Resolve interpersonal conflicts Build team cohesion and collaboration Navigate organizational politics on behalf of your team Shift Your Mindset Remember that your role has fundamentally changed. Your success is now measured by your team's output rather than your individual contributions. Adopt a "servant leadership" mentality focused on supporting and enabling your employees. Seek Support and Keep Learning Don't be afraid to ask for help as you transition into management. Find a mentor, take advantage of leadership training, and continue developing your skills. Leading people is complex, so approach it with humility and a growth mindset. By focusing on these key areas, new managers can build the foundation for effective leadership and set themselves and their teams up for success. Remember that becoming a strong leader takes time and practice - be patient with yourself as you grow into the role.
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From Boss to Coach: The Evolving Role of Managers (Harvard Business Review: https://lnkd.in/e7DGjsg) The traditional image of a manager barking orders might be a thing of the past. According to a recent Harvard Business Review article, the role of a manager is undergoing a significant transformation, with leadership styles shifting towards a more coaching-centric approach. Why the Shift? The modern workplace demands agility, innovation, and a focus on employee development. Coaching empowers teams to take ownership, solve problems creatively, and reach their full potential. What Does Coaching Look Like? Here are some key differences between a traditional manager and a manager-as-coach: Focus on Answers vs. Asking Questions: Managers-as-coaches empower their teams by asking insightful questions that encourage critical thinking and self-discovery. Dictating Tasks vs. Facilitating Growth: Coaching managers provide support and guidance, allowing their teams the autonomy to develop their skills and solve problems independently. Judgment vs. Support: Effective coaches create a safe space for learning, offering constructive feedback and fostering a supportive environment. Benefits of a Coaching Culture: - Empowered employees feel valued and are more likely to be invested in their work. - Teams develop the ability to think critically and find solutions on their own. - Building an environment of learning and exploration, companies can unlock untapped potential and drive innovation. Are you ready to embrace a coaching-centric leadership style? Share your thoughts in the comments below! #leadershipdevelopment #coaching #hbr #futureofwork
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Effective Leadership and People Management: Essential Skills for Today's Managers 🌟 In today's dynamic business environment, effective leadership and people management skills have never been more critical. As we navigate through continuous change and uncertainty, the role of a manager extends beyond just overseeing tasks; it involves inspiring, guiding, and developing teams to achieve their fullest potential. Key Leadership and People Management Skills for Today's Managers: Emotional Intelligence (EQ): Understanding and managing your own emotions, while being empathetic towards others, is crucial. EQ helps in building strong relationships, resolving conflicts, and fostering a positive work environment. Communication: Clear, transparent, and consistent communication is vital. It's not just about conveying information, but also about listening actively and providing constructive feedback. Adaptability: The ability to pivot and adapt to changing circumstances is a hallmark of great leadership. Flexible managers can steer their teams through challenges and embrace new opportunities with confidence. Decision-Making: Effective leaders make informed decisions swiftly. They analyze data, consider diverse perspectives, and are not afraid to take calculated risks. Team Building: Successful managers invest in team building and foster a collaborative culture. They recognize the strengths of their team members and encourage a sense of belonging and mutual respect. Mentorship and Development: Great leaders act as mentors, providing guidance and support for career growth. They prioritize continuous learning and development, both for themselves and their teams. Conflict Resolution: Addressing and resolving conflicts promptly and fairly is essential. Managers who can navigate conflicts effectively maintain team harmony and productivity. Strategic Thinking: Visionary leaders see the bigger picture and plan for the future. They align their team’s goals with the organization’s long-term objectives. Why These Skills Matter: In an era where work dynamics are rapidly evolving, managers with strong leadership and people management skills are pivotal to driving organizational success. They create an environment where employees feel valued, motivated, and equipped to contribute their best work. Investing in these skills not only enhances individual performance but also propels the entire organization towards greater achievements. What leadership skills do you think are most important for managers today? Share your thoughts and experiences in the comments! #Leadership #PeopleManagement #ManagementSkills #EmotionalIntelligence #TeamBuilding #CareerDevelopment
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💡 Transforming workplace culture starts with investing in leadership! Supporting managers, fostering feedback, and promoting open communication are key to creating engaged teams 👥
Empowering leaders to turn setbacks into comebacks with compassion and purpose. | Leadership Coach to 1000's | MSc Positive Psychology & Coaching | xIBM | xPwC | 💚 to Travel
Transform a Toxic Workplace by Investing in Leadership —Stronger Leaders Create Thriving Teams When I led an engagement program at IBM, for a team of 3,000 people, we went from double-digit negative engagement scores to positive in under a year. How? I focused on three key areas: ✅ Managers 💡 Managers are the #1 reason people leave organizations. 💡 Yet, they’re often the most overworked and least cared for. 💡 Investing in their well-being is critical for a thriving team. ✅ Feedback & Coaching Skills Development 💡 People want to grow and learn, but training alone isn’t enough. 💡 Real-time, quality feedback and coaching are game-changers—and most teams struggle with this. 💡 Building a culture of feedback fosters growth and accountability. ✅ Transparent Two-Way Communication 💡 People want to be heard. 💡 Acknowledging the hard truths builds trust. Lipstick on a pig? It never works. 💡 Honest, open communication is the foundation of a strong team culture. Managers, Feedback & Coaching, and Transparent Communication—are the bedrock of every organization I work with. The formula for leading engaged, high-performing teams hasn’t changed. The leader in the amazing drawing by Dora Vanourek can only hold that umbrella for so long before they will also burn out. 𝗜𝗻𝘃𝗲𝘀𝘁 𝗶𝗻 𝘆𝗼𝘂𝗿 𝗺𝗮𝗻𝗮𝗴𝗲𝗿𝘀, 𝗰𝘂𝗹𝘁𝗶𝘃𝗮𝘁𝗲 𝗮 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝗰𝘂𝗹𝘁𝘂𝗿𝗲, 𝗮𝗻𝗱 𝗯𝗲 𝗵𝗼𝗻𝗲𝘀𝘁 𝘄𝗶𝘁𝗵 𝘆𝗼𝘂𝗿 𝗽𝗲𝗼𝗽𝗹𝗲. 𝗧𝗵𝗮𝘁’𝘀 𝗵𝗼𝘄 𝘆𝗼𝘂 𝘄𝗶𝗻. 🌟 Struggling with a tough decision? Check out my Free MasterClass on Accelerating your Decision Making | A Values-Driven Approach. Hear me take 4 amazing panellists through using the approach and get the exercise guide with the actual framework we used in the live event. https://lnkd.in/gJfd6Ekw
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Middle Managers: The Unsung Heroes of Employee Growth (and the Struggle to Coach) Let’s talk about middle managers. They’re the glue holding teams together, translating strategy into action, and managing a hundred moving pieces daily. Oh, and they’re also supposed to be stellar coaches. But here’s the rub: coaching isn’t just another item to check off a to-do list. It’s nuanced. It’s personal. It takes time. And most middle managers aren’t given the tools or support they need to succeed in this role. The result? Employee growth suffers, engagement dips, and top talent starts eyeing the exit. So, how do we empower middle managers to be the growth agents they’re meant to be? 1️⃣ Demystify coaching: Coaching isn’t about being a sage on a stage—it’s about being a guide on the side. Teach managers to ask open-ended questions, actively listen, and create space for employees to solve their own challenges. 2️⃣ Integrate coaching into the flow of work: No one has time for hour-long coaching sessions every week. Equip managers with quick, actionable strategies to weave coaching into one-on-ones, team meetings, and even casual hallway chats. 3️⃣ Celebrate small wins: Coaching success isn’t always about dramatic transformations. Recognize and reward managers for small, consistent efforts that drive growth over time. Middle managers are pivotal to your team’s success—but they can’t thrive on expectations alone. Equip them with the right tools, training, and recognition, and watch how they transform your workforce. Now over to you: What’s one thing you’ve seen help middle managers become better coaches? Let’s collaborate in the comments.👇 #Leadership #Coaching #EmployeeDevelopment
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Transform a Toxic Workplace by Investing in Leadership —Stronger Leaders Create Thriving Teams When I led an engagement program at IBM, for a team of 3,000 people, we went from double-digit negative engagement scores to positive in under a year. How? I focused on three key areas: ✅ Managers 💡 Managers are the #1 reason people leave organizations. 💡 Yet, they’re often the most overworked and least cared for. 💡 Investing in their well-being is critical for a thriving team. ✅ Feedback & Coaching Skills Development 💡 People want to grow and learn, but training alone isn’t enough. 💡 Real-time, quality feedback and coaching are game-changers—and most teams struggle with this. 💡 Building a culture of feedback fosters growth and accountability. ✅ Transparent Two-Way Communication 💡 People want to be heard. 💡 Acknowledging the hard truths builds trust. Lipstick on a pig? It never works. 💡 Honest, open communication is the foundation of a strong team culture. Managers, Feedback & Coaching, and Transparent Communication—are the bedrock of every organization I work with. The formula for leading engaged, high-performing teams hasn’t changed. The leader in the amazing drawing by Dora Vanourek can only hold that umbrella for so long before they will also burn out. 𝗜𝗻𝘃𝗲𝘀𝘁 𝗶𝗻 𝘆𝗼𝘂𝗿 𝗺𝗮𝗻𝗮𝗴𝗲𝗿𝘀, 𝗰𝘂𝗹𝘁𝗶𝘃𝗮𝘁𝗲 𝗮 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝗰𝘂𝗹𝘁𝘂𝗿𝗲, 𝗮𝗻𝗱 𝗯𝗲 𝗵𝗼𝗻𝗲𝘀𝘁 𝘄𝗶𝘁𝗵 𝘆𝗼𝘂𝗿 𝗽𝗲𝗼𝗽𝗹𝗲. 𝗧𝗵𝗮𝘁’𝘀 𝗵𝗼𝘄 𝘆𝗼𝘂 𝘄𝗶𝗻. 🌟 Struggling with a tough decision? Check out my Free MasterClass on Accelerating your Decision Making | A Values-Driven Approach. Hear me take 4 amazing panellists through using the approach and get the exercise guide with the actual framework we used in the live event. https://lnkd.in/gJfd6Ekw
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What a successful manager shall do. It’s basic that one of main objectives of any manager is to make their subordinates feeling secure and appreciated.
Empowering leaders to turn setbacks into comebacks with compassion and purpose. | Leadership Coach to 1000's | MSc Positive Psychology & Coaching | xIBM | xPwC | 💚 to Travel
Transform a Toxic Workplace by Investing in Leadership —Stronger Leaders Create Thriving Teams When I led an engagement program at IBM, for a team of 3,000 people, we went from double-digit negative engagement scores to positive in under a year. How? I focused on three key areas: ✅ Managers 💡 Managers are the #1 reason people leave organizations. 💡 Yet, they’re often the most overworked and least cared for. 💡 Investing in their well-being is critical for a thriving team. ✅ Feedback & Coaching Skills Development 💡 People want to grow and learn, but training alone isn’t enough. 💡 Real-time, quality feedback and coaching are game-changers—and most teams struggle with this. 💡 Building a culture of feedback fosters growth and accountability. ✅ Transparent Two-Way Communication 💡 People want to be heard. 💡 Acknowledging the hard truths builds trust. Lipstick on a pig? It never works. 💡 Honest, open communication is the foundation of a strong team culture. Managers, Feedback & Coaching, and Transparent Communication—are the bedrock of every organization I work with. The formula for leading engaged, high-performing teams hasn’t changed. The leader in the amazing drawing by Dora Vanourek can only hold that umbrella for so long before they will also burn out. 𝗜𝗻𝘃𝗲𝘀𝘁 𝗶𝗻 𝘆𝗼𝘂𝗿 𝗺𝗮𝗻𝗮𝗴𝗲𝗿𝘀, 𝗰𝘂𝗹𝘁𝗶𝘃𝗮𝘁𝗲 𝗮 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝗰𝘂𝗹𝘁𝘂𝗿𝗲, 𝗮𝗻𝗱 𝗯𝗲 𝗵𝗼𝗻𝗲𝘀𝘁 𝘄𝗶𝘁𝗵 𝘆𝗼𝘂𝗿 𝗽𝗲𝗼𝗽𝗹𝗲. 𝗧𝗵𝗮𝘁’𝘀 𝗵𝗼𝘄 𝘆𝗼𝘂 𝘄𝗶𝗻. 🌟 Struggling with a tough decision? Check out my Free MasterClass on Accelerating your Decision Making | A Values-Driven Approach. Hear me take 4 amazing panellists through using the approach and get the exercise guide with the actual framework we used in the live event. https://lnkd.in/gJfd6Ekw
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I want to be a good leader
Empowering leaders to turn setbacks into comebacks with compassion and purpose. | Leadership Coach to 1000's | MSc Positive Psychology & Coaching | xIBM | xPwC | 💚 to Travel
Transform a Toxic Workplace by Investing in Leadership —Stronger Leaders Create Thriving Teams When I led an engagement program at IBM, for a team of 3,000 people, we went from double-digit negative engagement scores to positive in under a year. How? I focused on three key areas: ✅ Managers 💡 Managers are the #1 reason people leave organizations. 💡 Yet, they’re often the most overworked and least cared for. 💡 Investing in their well-being is critical for a thriving team. ✅ Feedback & Coaching Skills Development 💡 People want to grow and learn, but training alone isn’t enough. 💡 Real-time, quality feedback and coaching are game-changers—and most teams struggle with this. 💡 Building a culture of feedback fosters growth and accountability. ✅ Transparent Two-Way Communication 💡 People want to be heard. 💡 Acknowledging the hard truths builds trust. Lipstick on a pig? It never works. 💡 Honest, open communication is the foundation of a strong team culture. Managers, Feedback & Coaching, and Transparent Communication—are the bedrock of every organization I work with. The formula for leading engaged, high-performing teams hasn’t changed. The leader in the amazing drawing by Dora Vanourek can only hold that umbrella for so long before they will also burn out. 𝗜𝗻𝘃𝗲𝘀𝘁 𝗶𝗻 𝘆𝗼𝘂𝗿 𝗺𝗮𝗻𝗮𝗴𝗲𝗿𝘀, 𝗰𝘂𝗹𝘁𝗶𝘃𝗮𝘁𝗲 𝗮 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝗰𝘂𝗹𝘁𝘂𝗿𝗲, 𝗮𝗻𝗱 𝗯𝗲 𝗵𝗼𝗻𝗲𝘀𝘁 𝘄𝗶𝘁𝗵 𝘆𝗼𝘂𝗿 𝗽𝗲𝗼𝗽𝗹𝗲. 𝗧𝗵𝗮𝘁’𝘀 𝗵𝗼𝘄 𝘆𝗼𝘂 𝘄𝗶𝗻. 🌟 Struggling with a tough decision? Check out my Free MasterClass on Accelerating your Decision Making | A Values-Driven Approach. Hear me take 4 amazing panellists through using the approach and get the exercise guide with the actual framework we used in the live event. https://lnkd.in/gJfd6Ekw
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Leading the Charge: How Leadership Has Evolved for the Modern Manager As managers, we've all witnessed the changing landscape of leadership. The days of the top-down, command-and-control style are fading fast. In 2024 and beyond, effective leadership is about inspiring, empowering, and navigating complexity. Here's a look at how leadership has evolved from a manager's perspective: - From Solo Act to Collaboration Champion: In the past, leadership might have meant having all the answers. Today, it's about fostering collaboration and leveraging the strengths of a diverse team. We're building talent, not just giving orders. - Focus on Efficiency to Embracing Agility: The business world is a whirlwind. Gone are the days of rigid plans. Now, effective leaders can adapt, embrace change, and make quick decisions based on new information. - Commanding Respect to Cultivating Trust: Leadership used to be about positional power. Now, it's about building trust and psychological safety. We create an environment where open communication and vulnerability are encouraged. - Knowledge is Power to Learning is Lifelong: The world is constantly changing, and so should our skillsets. Effective leaders in 2024 are lifelong learners, encouraging continuous development in themselves and their teams. - Sharpshooter to Global Thinker: The world is more interconnected than ever. Modern leaders need a global perspective, understanding the impact of their decisions across cultures and markets. The Takeaway for Managers This shift in leadership requires a new set of skills for managers. Here are some ways to adapt and thrive: - Develop your emotional intelligence: Being able to understand and manage your own emotions, as well as those of others, is crucial for building trust and fostering collaboration. - Become an effective communicator: Clear, concise, and transparent communication is key to keeping teams aligned and motivated. - Embrace technology as a tool: Technology can automate tasks and free up time for strategic thinking and building relationships. - Lead by example: Your actions and behaviours set the tone for your team. Be the kind of leader you want to work for. Leadership in 2024 and beyond is about more than just getting things done. It's about inspiring others, navigating change, and building a future-proof team. By embracing these new approaches, managers can become the effective leaders the modern world needs. What do you think has changed for you as a manager? #leadership #manager
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Global SVP Talent Acquisition | CEO Chicago Recruiting Forum, Inc. | Board Member | Fractional TA Leader | Recruiting Optimization | TA & HR Transformation | Agile Talent | Mergers & Acquisition
4wGreat advice Kerry-Lee Hannon. Another positive outcome would be better retention rates.