The 3 gaps I see in training new leaders
I’m here to lead you through it!
Spoiler alert: This is precisely why I created my Leadership Fundamentals Program.
HR teams: Here’s what your new managers are suddenly navigating with that promotion:
They explain something that feels clear, but it just doesn’t quite land.
A meeting wraps, but the next steps feel a little fuzzy.
They jump in to help your team move faster… and suddenly everything seems to run through them and they get buried and become a roadblock.
These aren’t failures. They’re signals. And more often than not, they point to a foundation of leadership skills that simply haven’t been developed yet. I see it all the time: employees who perform well individually get promoted without being taught how to lead people.
Let’s change that!
Are your strong workers turning into stuck leaders?
Most managers are promoted into leadership roles because they’re capable, reliable, and trusted. All good things! But what made them successful as an individual contributor doesn’t automatically translate to leading others. How are you equipping them for success as they transition to this very different set of expectations?
New managers tend to rely on what they know:
They communicate in a way that makes sense to them
They lead the way they would want to be led
They step in quickly to keep things moving
None of that’s wrong – after all, it helped them get where they are. But in a leadership role, the expectations are different: Instead of simply doing the work well, they’re now navigating expectations to lead the people doing the work.
Leadership gaps = buildable skill areas
1. Misreading THEIR TEAM MEMBERS
Leaders may be saying the right things, but they need to discern how it’s landing. People on their team may need more context, more collaboration, or simply a different tone. This is highly learnable!
Leaders who grow here:
Adjust their communication style based on who they’re talking to
Start to anticipate where misunderstandings might happen
Build stronger, more natural alignment across their team
The course Everything DiSC® Management is a great foundation for management in general, but especially for helping leaders adjust their communication style based on their team’s needs. It’s the first course in my Leadership Fundamentals Program for a reason!
2. Leading everyone the same way
Teams are made up of some people who need clear direction to get started, and others who thrive when given autonomy. New leaders thrive when they’re given tools to a) understand who needs what, and b) adapt their leadership style to the individual, vs. relying on a single style of leadership.
Blanchard® Management Essentials plays an essential role in my Leadership Fundamentals Program for helping leaders customize their leadership to the person or situation.
3. Solving instead of coaching
It’s probably fair to say that many leaders are used to being the person who can figure things out. But if the team gets used to looking to the leader for answers all the time, it can limit the team’s growth.
Small shifts here make a big difference:
Helping employees think through challenges and next steps independently
Guiding rather than controlling
Building accountability
Coaching Essentials® is the final course is my Leadership Fundamentals Series – it’s amazing to see new leaders embrace tools that they know will take a load off their shoulders. You can learn more about all these courses here.
Why this takes intention
Leaders are busy, and feedback on leadership style is often limited or unclear, so habits stick. The good news is that these are not personality traits – they’re skills, and they respond well to structure, practice, and reflection.
Good leadership development programs follow a natural progression:
Understanding how different people think and communicate
Adjusting your leadership approach based on the situation
Supporting others through coaching, not just direction
When those pieces come together, leadership starts to feel a whole lot more steady. Leaders don’t need to become someone else, they become more effective in how they show up. Teams feel the difference.
A conversation that lands the first time. A team member who takes initiative without being asked. A meeting that ends with actionable clarity. These are the goals!
Once you see it, you can train it
As you think about your new managers, where do you see the most opportunity?
In how communication is landing?
In how leadership shows up across different people?
In how ownership is developing over time?
If you’re looking for a structured way to develop these skills across your new managers, my Leadership Fundamentals Program is designed to support exactly these managers with training that’s practical, applicable, and built to stick. It includes all three courses (6 hours each) and is delivered at your location in 3 sessions. The ideal class size is 12 participants. Inquire about pricing and customizations here →
Lead the way,
