Supporting First-Time Managers: Group Coaching
- Nancy Maher
- May 27
- 4 min read
Updated: May 28
Stepping into a managerial role for the first time is a pivotal career moment - one filled with excitement, uncertainty, and a steep learning curve. As organisations increasingly recognise the importance of nurturing new leaders, the question becomes: How can we best support first-time managers to succeed, grow, and inspire their teams? This blog article explores the essential role of leadership self-awareness and the transformative potential of leadership group coaching.
Our Leadership Coaching for First-Time Managers article discussed multiple approaches to support first-time leaders. In this article, we delve into how group coaching can support them.
Contents
Challenges Facing First-Time Managers
The transition from individual contributor to manager is often underestimated. New managers suddenly find themselves navigating the complexities of delegation, team dynamics, and strategic vision, often with little preparation for leadership's emotional and relational demands. Many report feeling unprepared for the responsibility of shaping a team's culture, providing feedback, and balancing their workload with the needs of others.
Common challenges:
Letting go of previous responsibilities and learning to delegate effectively.
Managing former peers and establishing credibility.
Building trust and fostering open communication.
Developing a long-term vision and strategy for the team.
The Prevalence of Accidental Managers
Leaders significantly influence employee engagement, yet many are "accidental managers".
According to the Chartered Management Institute (CMI), 82% of UK managers entering a management position have no formal management or leadership training.
For more jaw-dropping stats, check out our Top Leadership Development Statistics 2025.
Managers with formal training are more likely to address bad behaviour or report concerns than those without training.
Why Leadership Self-Awareness Is Critical
At the heart of effective leadership lies self-awareness.
Leaders who understand their strengths, blind spots, and emotional triggers are better equipped to make sound decisions, build authentic relationships, and adapt their style to different situations. Leaders with high self-awareness are more effective, empathetic, and capable of inspiring greater results from their teams.
Self-awareness is fundamental to leadership. It allows leaders to identify their strengths and areas for improvement, which directs their personal and professional growth.
Our real-life coaching case studies illustrate this point.
4 Key Benefits of Self-Awareness for First-Time Managers:
Enhanced decision-making and problem-solving.
Greater empathy and understanding of team members.
Improved ability to receive and act on feedback.
Increased resilience and adaptability in the face of challenges.
Supporting First-Time Managers With Group Coaching
While one-on-one coaching is highly effective, it is often cost-prohibitive for organisations looking to develop multiple leaders simultaneously. Enter leadership group coaching - a dynamic, scalable approach that combines the benefits of peer learning, real-time problem-solving, and collective accountability.
What Is Leadership Group Coaching?
Leadership group coaching is a partnership between a trained coach and a group of individuals designed to unlock potential and support the group in achieving their personal goals. Group coaching helps participants to consider multiple (often contradictory) perspectives, amplifying the learning experience beyond traditional leadership training.
How Kinkajou Leadership Group Coaching Works
The Kinkajou leadership group coaching model is a prime example of best practice.
Our programmes typically include:
A kickoff meeting and onboarding session for each participant.
Regular group coaching sessions (e.g. six 1.5-hour sessions over six months).
Individual coaching sessions to supplement group work.
Psychometric and 360-degree assessments to boost self-awareness.
Monthly feedback surveys and a final celebration to reinforce learning and growth.
Six-month post-programme impact assessment discussed in more detail in How to Measure the Impact of Leadership Coaching.
Why Group Coaching Works for First-Time Managers
Peer learning: Sharing experiences with other new managers helps normalise challenges and accelerates learning. Diverse perspectives foster innovative thinking and practical problem-solving.
Accountability: Publicly committing to goals in front of peers increases follow-through and drives results.
Real-time application: Participants address real challenges as they arise, ensuring that learning is immediately relevant and impactful.
Breaking down silos: Group coaching connects managers across departments, building networks and promoting collaboration.
Cost-effectiveness: Organisations can develop multiple leaders simultaneously without the expense of individual coaching.
Group coaching unites leaders from different locations or departments, forming a blend of perspectives and experiences.
Practical Steps for Organisations
To set first-time managers up for success, organisations should:
Invest in self-awareness tools: Use psychometric and 360-degree assessments to help new managers understand their leadership style and areas for growth.
Offer group coaching programmes: Implement structured group coaching that combines peer learning, individual reflection, and practical application.
Encourage feedback and reflection: Create a culture where feedback is seen as a tool for growth, not criticism. Encourage managers to seek feedback from their teams and peers.
Model continuous learning: Leadership development is an ongoing journey. Support managers with ongoing resources, check-ins, and opportunities for further growth.
Conclusion
Supporting first-time managers is not a one-off event but a continuous process of growth, reflection, and adaptation. By prioritising leadership development, such as self-awareness and leveraging the power of leadership group coaching, organisations can empower new managers to lead with confidence, empathy, and impact. The investment pays dividends - not only in individual performance but also in the collective strength and resilience of the organisation.
The journey may be challenging, but with the proper support, first-time managers can become the leaders your organisation needs today and tomorrow.
