PROGRAM 1

MANAGER TO

LEADER

A 4-month program to develop the skills 

your managers need to succeed

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THE PROBLEM

You have promoted a manager. You have expectations. You see a lot of potential in them, but things are not going as expected. 

Let’s evaluate the situation: on a scale 1 to 5, how much do you agree with these sentences referring to your manager ? Answer honestly:

 

 

 

 

Now sum up the numbers you have marked for each sentence please. 

Here you have an example:

 

Here are their results:

 

24-30 Points        

They are absolutely overwhelmed. You need to take action now.

 

18-24 Points        

They are having a hard time as a leader. You should think of solutions before this generates a problem.  

 

12-18 Points        

They have some leadership areas to develop.

 

6-12 Points         

It seems they have everything under control.

 

 

If they have more than 18 points they are in a difficult spot, but they are not alone. 90% of the managers have problems on their new role because they are not equipped to lead their new team. We don’t talk about it because we fear judgement, but what’s happening to them is completely normal. Perhaps you have been down this road before.

  1. https://www.gallup.com/workplace/231593/why-great-managers-rare.aspx

Being promoted to a manager or executive means that they were good in their prior job, but mastering skills isn’t the same as mastering interaction with people. It requires a completely different skillset.

If they don’t develop those skills it will cost them part of their psychological and physical health: stress, burnout, exhaustion and problems at home are some of the consequences I see in my clients. 

 

For you and your company it means losing money: miscommunication, errors, low productivity, low motivation, conflict, wrong allocation of resources, and lost of key talent, are just some of the problems you can fall into.

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THE SOLUTION

 

To avoid those problems they have to develop their leadership skills: Communication, stress management, motivation, clear goals, resources allocation, talent management, conflict resolution, resilience… 

 

Nobody learns how to play tennis by looking at how Roger Federer does it or reading a book about it. They need to play and they need a trainer who observes them, corrects what they do, and gives them new ideas and strategies to elevate their game.

You have a lot of responsibilities and no time to train and support them. In the leadership game, I am their trainer. They are the players.

 

My job is to boost the skills that they need to succeed. We work together, creating personalized solutions for their real problems.

 

We define their goals, they communicate effectively and manage their stress. Their team multiplies its motivation. They practice immediately with the tools I give them, experiencing the changes on the team and themselves in real time.  In four months, with this program, they become a leader.

THE PROGRAM

 

Once a week, the manager and I have a meeting for an hour with very specific goals in mind. 

 

In the first two sessions we analyze their problems and their leadership skills. With that information, I prepare an action plan that we implement in the next sessions. 

 

Sessions 3 to 15 are 100% hands on. We analyze the previous week’s leadership work, look for specific solutions, and I give them tools and goals for the next week. The problems are taken care as soon as they appear. The results are evident in real time.

 

In sessions 16 and 17, they have become a leader. We analyze goals achieved and skills developed. I give them a report where they can see their evolution. There, they will find recommendations for the journey ahead. If their evolution is extraordinary, they will receive a Carmen Lopez certificate of leadership as well.

 

After the program they are fully equipped for their journey as a leader. They will be able to do more with less effort, motivate their people, lower the turn over and rise the productivity. You and the company will be happy to have them on board.

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Contact me and let’s talk about your managers’ future.