2019 Sound Pathways, LLC

tracy@soundpathways.com   |   Durham, NC 27701

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Bloom where you are planted

Welcome to your new role...

Chances are you are a high performer and you have been rewarded with a promotion to management. Congratulations! Maybe you have been in the role for a few years or perhaps you are brand new. Either way, you have found your way here because you are looking to be the best you can be so that you can support your team to be the best they can.

Now for a bit of bad news...

  • 50% of people leave their jobs because of their manager

  • 58% of managers say they don't receive any training for their job

  • 58% of people say they trust strangers more than their boss

  • 79% of people city a "lack of appreciation" at work as one of the reasons they left a job

  • 66% of workers are disengaged at work with 13% being actively disengaged

But don't worry, there's plenty of good news!

First of all, know that while the statistics above sound bleak, leadership and management skills are 100% develop-able. Unfortunately, as you probably have experienced, most organizations are not providing adequate (or any) training for new managers. 


I've been in your shoes - starting a new management position trying to find my way. At first I relied on the technical skills that got me the job, but found out quickly that they  didn't get me far and I actually started frustrating and alienating my staff. Fortunately for me I also had strong communication skills and the ability to build relationships and I learned that these "soft skills" were going to be key to me being successful.


Most new managers start their roles feeling the pressure to perform, show results and struggle to juggle the new tasks associated with managing others and manage their workload. This leaves little time for the necessary development of new skills. The good news is this can be done with as little as an hour a week, a solid strategy and a some focus, help and support from me. 

Some of the benefits of coaching:

  • Improves individual performance.
  • Empowers individuals to take responsibility.

  • Increases employee and staff engagement.

  • Helps identify and develop high potential employees.

  • Helps identify both organizational and individual strengths and development opportunities.

  • Demonstrates organizational commitment to staff development.

  • Supports employees success as they transition to new roles.

  • Supports supervisors. managers and executives in developing coaching skills to support staff.

Email me today to discuss your development. You do not have to do this alone!