Coaching
For New Managers in
IT and
High-Tech
According to a major study, every year in America
companies lose 350 billion dollars due to having disengaged
employees. The primary reason for these employees being
disengaged
is the lack of management and leadership
capability
among the ranks of their direct managers, and no where is this
problem more painful and prevalent than in high technology
companies.
The entire process of promoting new managers as well as the
lack of follow-up, even among the most enlightened organizations,
results in classic blunders being made again and again by new
managers, which result in a sizable portion of that 350 billion
dollar per year expense. Furthermore, given the strategic
importance of management alignment and strong leadership on the ability of
a company to successfully execute its strategic plans, the true
impact exceeds even this hefty price-tag. Your
Solution: Coaching for New Managers and Leaders!
The ranks of new managers in
high-tech companies are often filled through the promotion of people
from positions as technology professionals based upon their
technical competence and capabilities. These new managers,
often lack basic management 101 skills as well as a clear
understanding of where they fit in the larger picture. As most HR
departments are painfully aware, the predictable failure rate of
the fledging leaders is very high.
Even when an enlightened company offers these
new managers management training classes, many of them return
unsure as to how to apply what they've learned. Fearful of
appearing not to be "up to the task," these new managers
silently try to fight what appears to be a lonely, frustrating
uphill battle. A few will leave after racking up what may total
some very large costs on your company.
The cost of low management competence and its
impact on employees resulting in disengagement with the company
is extremely high in the USA. According to Curt Coffman, co-author
of "First, Break All the Rules" and "Now,
Discover Your Strengths," this resulting disengagement
costs American companies 350 billion dollars per year. (Gallup
Organization.)
Human Resource professionals generally see
these negative results in the form of:
 |
Turnover and replacement costs |
|
Employee relations incidents |
|
Low productivity resulting in layoffs
and terminations |
When we consider the importance of technology
(especially IT capabilities) as an
interwoven enabler and key component of corporate strategy today,
it is easy to see why of all the areas of management and
leadership development where HR can drive value by increasing
competence and capability, this is the most significant (According
to the META Group, two out of three business deals must be passed
over by companies due to lack of IT readiness).
The single best response to this challenge is
coaching for new Managers.
Here's how and why. 
This
coaching practice, targeted to the needs of new managers and
their companies, is designed to provide company and job specific
skills as well as the basic management 101 competencies needed by
these new managers in order to quickly adapt to their
new jobs. For example:
|
Getting
a sense for the big corporate picture and alignment of IT in
their organization
|
Understanding
how their team fits into the big picture and how to lead
effectively in a manner that results in their team making
the most optimal contribution to the company
|
The
skills needed for success in that specific position (e.g.
ROI, Cost Management, Vendor Negotiations, etc.)
|
The
basic Management 101 Skills With Specific Application to
technology and IT
environments |
| | |
-
Getting
Their Managers Support
-
Delegating
-
Giving
Effective Feedback
-
How
to keep the big picture focus
-
How
to get and project personal confidence
In essence, this is a
fully customized, one-to-one program designed to produce fast,
predictable and immediate results.
The Results
Unlike training, which
often offers only a moderate success rate, coaching offers 570% returns on
investment. Specifically, you will see:
|
Fast
mastery of skills specifically relevant to technology
management and
the specific job/role
|
Higher
morale on the part of the new Manager and their team
|
Higher
productivity
|
Retention
of both the new fledging manager as well as members of their
team
|
Clarity
of purpose and the resulting confidence on the part of the
new manager
| The
prevention of costly blunders with people, vendors,
suppliers, etc.
|
| | | | |
What makes this
practice so powerful?
|
It
is specifically geared toward new managers in technology and delivered
via a process that further customizes it to a company and
job.
|
Instead
of simply providing instruction, it promotes broader
thinking through one-on-one interaction between your new
manager and a seasoned expert.
|
It
provides your new manager with guidance that is professional
and objective while at the same time non-threatening.
|
| |
If you would like more information about
how you can experience the immense value of coaching IT and Technology
Managers for you and your
company, give us a call at 410-499-0516
to schedule your personal introductory session.
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