New Leader – Team Communication Error: Problems and Solutions

Great individual performers who are promoted to leadership positions are used to producing superior results which are the reason for their promotion. These standout performers have customized frameworks set in place that guide their performance.  Their frameworks have taken years of development and their work experience and education has created a blueprint for success. As a new organizational leader, these company superstars’ job roles have changed. Now they need to rely on the work ethic of others to complete tasks and projects. They assume their job is to motivate a similar work production from their team members and this assumed inherent belief causes conflict.

The newly appointed leader tries to impose their work style on their team members because they have learned the most effective way for project success within the organization. A team member wants to use this information to leverage their ability to complete projects out of respect for their team leader and organization, but specific work styles are not always for everyone. The company as a whole wants prototypes of their new leader because of the superior gains realized through their company superstar’s individual performance. Everyone involved wants to meet this goal, but the internal structure cannot support the mission. Solutions are needed to avoid a domino effect of failure before it is too late.

Imposing the leader’s work style on team members has a way of backfiring, and causing internal conflict because people have different abilities and styles that are sometimes inflexible. This misalignment causes frustration, friction, and a lack of effective communication for everyone involved. Ultimately, the project suffers, employee’s turnoff, and the company superstar is now seen as an incompetent leader.

Leadership coaching removes the situational dilemma associated with leadership promotion by providing a framework for understanding different work styles and mediates the communication to improve the overall message. Usually, a new leader’s message gets lost in translation because of the emotional elements involved in these novel situations such as the transition to having enlarged responsibilities while at the same time having less control. The new leader has to understand the new territory of leadership and how to effectively navigate the controls by influencing team members to execute their style effectively to complete the project with excellence and on time. Leaders hold accountability, create a vision, communicate the mission, and inspire their team members to contribute their best. Leadership coaching provides the support system needed for new leaders to steer their team to success and create greater gains for their organizations sustainability. As you can see, the return on investment for leadership coaching is impressive when understood in the correct context.

"WeI’m Keith Lawrence Miller and I approve this message.   We provide Certified Professional Action-based Executive Coaching and Consultation services to Maximize Leadership abilities through Innovative Communication, Goal Setting, and behavioral change. Providing customized solutions everyday.

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Performance Coaching – Bring out your Professional Best

Performance coaching has many benefits and advantages for executives, employees and managers working in all kinds of organizations. It helps to improve the overall efficiency and productivity of the team which not only reflects on the company’s growth but also each employee’s personal growth.

This kind of coaching is usually carried out by experts who either work as individuals or as part of a firm which imparts coaching sessions. Coaching of this sort is extremely valuable for managers and team leaders as it helps you obtain feedback faster than other traditional methods like performance reviews and processes. With faster feedback, you also get faster results which enable you to get the best out of your employees without the need for negative criticism. Investing in the development of employees is a big asset for any organization as it is his performance that decides the growth and success of the company.

Several different strategies, tools and techniques are employed in coaching employees to improve the overall performance of a team. The core sessions will enable the employees to stay motivated, engaged and focused on their individual strengths. Coaching also helps to open up the channels of communication thereby allowing the right message to reach across to the employees from the manager’s or team leader’s side.

Another advantage of performance coaching is that it prepares you to handle difficult situations, internal problems and conflicts in a diplomatic manner. You are also equipped with tools and strategies that help you tide over this problem turning them into opportunities for growth. It is not always necessary for a company to hire a performance coach from an external firm. The managers, team leaders and senior executives can take up this task and coach the other employees of the organization. Since you work with each employee closely, you will be able to identify the strengths and weaknesses more realistically and thereby coach the person accordingly.

Till a few years ago, most organizations were not ready to spend time and resources on performance coaching. But now, companies have woken up to the fact that developing the strengths of the employees not only enables them to provide their best at work but also increases the overall efficiency and performance of the team. This in turn translates into better profits for the company in the long run. Today, this type of coaching is considered as an investment and coaches are regularly employed for assessments and coaching sessions to evaluate and coach the employees accordingly.

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