Are you an Accidental Manager? 

Perhaps you built your business from scratch on your own, and now the only way to grow your business is to employ people.  
You might be great at what you do, but managing people is a whole different ball game. 
Or maybe you are employed, and you were brilliant in your previous role.  
Fantastic technical skills, knowledgeable, hardworking, taking pride in improving your own performance day in, day out. 
Fully deserving of a promotion to the next level. 
But promotion means you have to manage a team, and that wasn’t part of the career plan. 
Either way, you are an accidental manager because you didn’t ever really intend to manage people, but you have to because it 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.  
High staff turnover, increased absence or workplace stress, and difficulty holding on to your best employees are strong indications  
that a manager in your business has a problem with leading teams. 
How much could an accidental manager cost your business? 
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”. 

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? 

Be a better manager – 1:1 mentoring for managers 

Our signature 1:1 mentoring 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 where I meet with the manager 1:1, on a regular basis, 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 and where it fits in the organisation 
• Recognising what makes a great boss, and how your knowledge, skills and experience compare. 
• Understanding the advantages and drawbacks of your personal style 
• How to build a strong team, with a strong leader. 
• The regular routines that make managing people 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 mentor, 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. 
All accidental managers need a best friend. 
Someone who will help them behind the scenes.  
Give them the confidence to manage their way, with their style and with their personality. 
Someone they can share their people management secrets with.  
Who won’t judge, or criticise, but will help them find the solutions for themselves. 
Who will be their biggest cheerleader and support. And give them some straight-talking when they need it. 
Do you need The Accidental Manager’s Best Friend? 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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