Managerial Support in Training

🚨 60% of first-time managers say they received no training when they stepped into leadership. It’s one of the most overlooked (and costly) gaps in organizations today. I remember my own early leadership moments. I was excited, motivated… and quietly overwhelmed. I thought I had to prove I could do it all myself (meaning delegate nothing, double-check everything, and always look like I had the answers). Here’s the problem: We promote people because they’re great individual contributors, and then forget that leadership is a completely different job. No training. No coaching. Just… good luck. What happens next? 👎 New leaders hesitate to delegate 👎 They micromanage out of fear 👎 They focus on looking good instead of growing others 👎 Their team feels it—and so does the culture If we want strong leadership pipelines, we need to start earlier. Here are 4 ways organizations can better support first-time leaders: 💡 Invest in real onboarding for leadership. Not just HR policies—teach coaching, delegation, and feedback skills from day one. 💡 Pair them with mentors outside their reporting line. Safe space = faster learning. Bonus points if they’re cross-functional. 💡 Celebrate the shift from “doer” to “developer.” Help them understand their job is shifting away from doing the work to growing the people who do. 💡 Normalize vulnerability at the top. Let them see that even experienced execs are still learning. That’s culture-shaping. The leap into leadership doesn’t have to be lonely. Let’s stop setting up new managers to sink, and start giving them the support to rise. What helped you most in your first leadership role? Or what do you wish someone had told you? #LeadershipDevelopment #NewManagerSupport #PeopleFirst #TeamLeadership #CoachingCulture #LeadWithPurpose #ManagerDevelopment #LeadershipMatters --------------------------------------- Ready to take this conversation further? Let's chat! Source: Harry Kraemer, Jr. https://lnkd.in/g3KimRzm

If you want to boost your team’s growth, start by investing in your managers. Gallup’s recent article “Addressing the Barriers Blocking Employee Development” reveals a striking reality: in 2024, less than half of U.S. employees participated in any training for their current role. And the reasons? It comes down to leadership gaps and organizational constraints. Here’s what’s really eye-opening: Managers are often the barriers to learning—not the enablers. Only 44% of managers worldwide receive any formal leadership or management training—and those who don’t are more likely to be disengaged. When managers don’t support their team’s development, it’s the strongest predictor of turnover intent. On the other hand, managers who receive quality development are less likely to disengage and are more effective coaches and leaders. When they model learning, their team members are far more likely to grow too. This is exactly why I’ve dedicated my life’s work to supporting managers. Because when managers are equipped to lead with clarity, confidence, and compassion, everything changes—for them and for their teams. Helping managers become great leaders isn’t a “nice to have.” It’s a strategic lever for performance, retention, and culture. When managers are empowered to coach, communicate, and create space for growth, organizations don’t just function—they flourish. Here's what you can do: - Offer and take advantage of opportunities formal leadership training, coaching or certification. - Provide or ask for access to external courses, mentorship, or stretch projects. - Carve out time within work hours for real development. Make learning part of the job, not an extra. - Set clear expectations and goals for development, coaching & feedback rhythms. How are you investing in your managers or team members right now—and what could learning look like for your team if you truly made it a priority? #LeadershipDevelopment #ManagerTraining #EmployeeGrowth #TalentRetention #GallupInsights #PeopleFirstCompanies

It’s okay to feel excited and overwhelmed stepping into a management role for the first time. This is what I told a client last year when who was feeling the weight of her new title. Unfortunately, she was promoted without any training, coaching, or meaningful support. This is common practice as companies often reward high-performing employees by giving them managerial responsibilities… with no preparation. But technical excellence doesn’t automatically translate into effective leadership. People management, especially in today’s workplace environment, is a different skillset, one that needs to be learned, practiced, and supported. So here’s my advice to organisations, before promoting someone into a management role: 📌 Offer foundational training before day one. Don’t wait for a crisis to start teaching leadership. Equip new managers with the basics before they take on a team. 📌 Normalize coaching and mentorship. Just like technical skills, leadership grows faster with feedback and support. Assign mentors or coaches who can help them navigate the early stages. 📌 Clarify expectations. Make sure your new managers understand what is expected of them and how success will be measured. 📌 Encourage emotional intelligence. Soft skills like active listening, empathy, and conflict resolution are just as critical as hitting KPIs. Probably more so. 📌 Build a culture where asking for help is seen as strength, not weakness. This client came to me instead of looking within the company for help. New managers shouldn’t feel like they have to figure it all out alone. If your organisation is preparing people for leadership, or wants to start doing it better, Pullivara offers a practical, accessible course designed specifically for new managers. Whether you’re an individual ready to take that next step, or a company committed to developing your talent, reach out to learn more about how your journey into leadership can be supported. #Leadership #Management #Training #Careers #Pullivara

Helping your managers grow: when advice isn’t enough As a leader, you might be wondering: How can I help new managers build confidence and navigate a challenging world - one that requires strategic thinking, effective feedback, handling salary negotiations, and managing conflict? It’s a common concern. New managers often feel unequipped and overwhelmed to guide themselves and their teams through the complexities of taking on that expanded role. Here’s how you as their leader can better support your managers: 1️⃣ Create Open Forums and 1:1s 🗣️🤝 Listen to their challenges and questions and share your own stories - especially the vulnerable moments that made you stronger. Stories are powerful, they help your managers feel connected and understood. 2️⃣ Offer Mentors and Coaches 🧑🏫🤝 Set them up with experienced mentors and coaches who can offer tailored advice and guidance. 3️⃣ Create Safe Practice Spaces 🎭💬 Organize role-playing sessions for challenging situations and conversations like performance reviews, giving feedback, or salary negotiations. These practice-runs build their confidence and competence. Taking these steps will help your managers grow into confident, capable leaders. I help organizations and leaders empower their managers with confidence, strategic skills, and effective people management. If you'd like to learn more, DM me.