A new survey released by Right Management of Norwalk found that new leaders, defined as those employees recently promoted to managers and supervisors, aren”™t receiving as much coaching as they need.
While skilled with machines, they lack people skills, the report said.
The survey found only 23 percent of employees who have advanced to the level of supervisor and manager feel they have received the proper coaching.
“While organizations see value in providing coaching to strategic and developing leaders, coaching is not offered as frequently to new leaders,” said Steve Cohen, senior vice president of global project management for Right Management”™s Leadership Consulting Practice.
According to Cohen, the lack of coaching during these potential executives”™ early development stages is detrimental in allowing these individuals to reach their optimal leadership potential.
The survey questioned 656 human resource professionals. Of those surveyed, 29 percent of companies”™ developing leaders receive coaching; 35 percent of executive and strategic leaders receive coaching; and 23 percent of new leaders receive coaching.
“Most new leaders advance in their careers due to their proficiency with technical skills, but they don”™t necessarily have the leadership abilities needed for success in their higher level positions,” said Cohen. “New leaders need as much development as strategic and developing leaders. They are the future leaders of the organization. Smart organizations focus their resources to develop these individuals and ensure they deliver on their much-anticipated success.”
Cohen believes that new leaders would benefit most from coaching in emotional intelligence skills.Â
“Coaching in emotional intelligence provides self-awareness, builds management and social skills, and assists one to become more empathetic toward others and more understanding of oneself,” said Cohen. “New leaders don”™t need coaching in technical skills as much as they need guidance in how to treat others.”
