Introduction
Most managers are promoted because they were great individual contributors. But the skills that make someone an excellent doer do not automatically translate into being an effective leader.
New and mid-level managers often struggle with giving feedback, developing others, or having growth conversations. They may default to fixing problems themselves, micromanaging, or avoiding difficult discussions. Over time, this can lead to team frustration, missed development opportunities, and disengagement.
Without support and the right tools, managers are left to lead through trial and error, which slows growth for everyone involved.
Solution
The most successful organizations do not just train managers to manage tasks. They equip them to coach people, to ask good questions, build trust, and support development over time.
At SOAR, we help managers shift from problem-solvers to people developers by focusing on:
- Mindset shifts that build confidence in empowering others
- Behavioral insights that help managers lead each person differently
- Tools like PI Perform that make coaching and recognition part of daily work
- Practical frameworks for goal setting, feedback, and accountability
- Peer learning and leadership circles that provide shared support
This approach gives managers more than knowledge. It gives them systems, confidence, and clarity about their role in shaping team culture and performance.
Action
If you want to support your managers in becoming better coaches, here are practical steps to help them grow:
- Clarify the Role of a Manager as Coach: Help managers understand that their job is not to have all the answers, but to guide others toward finding their own. Emphasize the long-term value of developing people, not just completing projects.
- Provide Coaching Tools They Can Use Immediately: Use platforms like PI Perform to support managers with guided 1:1 templates, goal-tracking systems, and built-in feedback prompts. Tools like these create structure and consistency while making coaching feel doable.
- Integrate Behavioral Insights: Use assessments available on our C3 Tools page to help managers understand how different team members are wired. This helps managers personalize how they motivate, challenge, and support each person.
- Create Peer Learning Spaces: Managers often feel isolated. Form leadership circles or cohort-based learning groups where they can reflect, share, and learn from others navigating similar challenges.
- Make Coaching a Measurable Expectation: Build coaching into your performance criteria for managers. Celebrate and reward those who grow talent, support others’ development, and foster learning cultures.
Conclusion
Managers are one of the most important influences on employee experience. When they are trained and supported to become strong coaches, their impact multiplies. They help people grow, strengthen team culture, and drive sustainable performance.
This is a key part of what we support through the SOAR C3 Framework. We help organizations build compassionate, cohesive, and collaborative environments—starting with the leaders who shape day-to-day work.
To explore the tools and support systems that can help your managers lead with confidence and care, visit our C3 Tools page.