How many Accidental Managers do you employ? 

You know the ones.  
Brilliant in their previous role.  
Fantastic technical skills, knowledgeable, hardworking, guaranteed to improve their own performance day in, day out.  
Fully deserving of a promotion to the next level. 
But promotion means they have to manage a team, and that wasn’t part of their career plan. 
They're an accidental manager. They didn’t ever really intend to manage people, and they might not actually have wanted to take on a team. 
But the team comes with the job. 
Lots of accidental managers find team leadership a struggle. 
And a lot of teams find accidental managers hard work. 
The saying is that employees join companies, but leave managers.  
Disappointing productivity, high staff turnover, increased absence or workplace stress, complaints, and difficulty holding on to your best employees are all strong indications  
that a manager in your business has a problem with leading teams. 
How much could an accidental manager cost your business? 
The truth is, you won't know until it's too late. 
You'll probably look at lots of other solutions. Changing processes. Restructuring. Product training. Sales and Marketing training.  
But actually, the real problem is that the person you promoted to manage a team just doesn't have the knowledge and skills to manage people - or perhaps they know the theory but they don't know how to apply it in their day job.  
Struggling accidental managers tend to say things like: 
“I don’t have time to manage a team – I’m too busy doing the day job”. 
“I just wish I could find motivated employees who will cooperate with me”. 
“I can’t delegate any of my workload because no-one can do it as well as me”. 
"I'm not stressed - I just need my team to step up". 

What is the solution? 

Good managers aren’t born – they are made. 
They are made through experience – they have worked for a great manager themselves, and have picked up some positive behaviours without realising it.  
Or maybe they have worked for terrible managers, and learnt what not to do. 
Maybe they have been on a training course, or studied a management qualification. 
But what if their role models have all been mediocre managers?  
What if there isn't time to attend training courses or complete assignments?  
Or they’ve already done the courses, but what they learnt didn’t stick, or didn’t seem relevant to your workplace? Or they learnt the knowledge, but not how to adapt and apply it to the situation in their team? 

Be a better manager – 1:1 coaching for managers 

This signature 1:1 coaching programme is for newly promoted managers, accidental managers, and managers who want to improve their people skills. 
Step one is a discovery session, where we will identify the manager’s challenges, current skillset and people management priorities, and agree a unique, personalised programme that takes a manager from where they are now, to where their team and their business need them to be.  
Step two is a series of regular 1:1 coaching sessions, usually every 3-4 weeks or so, for up to 2 hours each session. While the exact topics, and time required will vary from person to person, some of the areas we will typically cover include: 
• How well do you really understand your own role, and what changes when you become a manager? 
• Being clear about your team’s purpose, where it fits in the organisation, and how to make sure it performs the way it should  
• Recognising what makes a great boss, and how your knowledge, skills and experience compare. 
• Understanding the advantages and drawbacks of your leadership style, and how to use a range of styles to suit the person and situation 
• How to build a strong team, with a strong leader. 
• The regular routines that make managing people - and your time - much easier. 
• The HR procedures and rules you need to know and follow. 
• Managing conflict, challenging employees, and having difficult conversations 
• Managing your own boss – how to build a better relationship with your own manager. 
The best way to learn for most adults is by experience, and most managers prefer to learn on the job. They want to do something, see the results, and then, for the learning to stick, they need to reflect on what the experience has taught them. 
But self-reflection can be difficult to do alone. It can be hard to see the lessons, to understand what was different this time and why the outcome was different. Sometimes, finding the time to reflect can be the biggest challenge. 
With a coach, the process of learning is faster, deeper, and more insightful and relevant. Learning is personalised, focusing directly on the things the manager needs to do now, for their current role, current team and current challenges. 
And the Accidental Manager gets someone to bounce ideas off, share their worries with, rehearse what they need to say to their team members, or help them make sense of the policies and procedures they need to follow. A coach who can help them plan for different scenarios, so that whatever happens, they feel confident they'll know the right thing to say or do. 
If you know an Accidental Manager who needs a helping hand, let’s have a chat
Fill in our contact form below and I will get in touch within 24 hours to arrange a meeting. 
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