The Situation
Newly appointed manager
A frontline manager had recently been promoted within the maintenance division of a leading dealership for high-end earthmoving vehicles and machinery — including excavators, loaders, and mining trucks. Having worked for years on the shopfloor, they had built strong peer relationships and developed a deep understanding of the day-to-day technical operations.
Now stepping into a leadership role, this manager faced the challenge of leading the very teams they had once worked alongside — including former peers and even supervisors. The department was made up of three separate teams, each operating in silos. These divisions created communication breakdowns, misaligned priorities, and lagging morale.
Although the manager had the respect of the team, effective leadership meant redefining their role — striking a balance between maintaining trust and asserting authority, while also elevating and empowering team leaders to step into their own leadership.
The Approach
Task execution to team cohesion
The manager took an active, ground-level approach — listening and engaging directly with team members where the work was happening. These informal conversations revealed hidden friction points, inefficiencies, and cultural barriers that weren’t visible through reports or traditional team meetings.
Rather than offering top-down fixes, the manager shared these insights with their team leaders. Through one-on-one coaching, leaders were guided to interpret these challenges constructively and begin leading with empathy, clarity, and purpose.
Focus shifted from short-term task execution to long-term team cohesion. Leaders were supported to think cross-functionally, build bridges between teams, and respond more effectively to the human dynamics shaping performance.
The Outcome
Empowered leaders
Long-standing silos were broken down through improved cross-team collaboration
Teams became more responsive to both internal stakeholders and external customers
A more engaged workforce emerged, aligned to shared goals and team purpose
Team leaders gained confidence, clarity, and greater presence in their leadership roles
Why This Matters for Your Business
Cultivating your team
This is a common experience for new managers promoted from within — especially in technical or operational roles. The transition from peer to leader isn’t just about title or responsibility; it’s about reshaping relationships, communication, and culture.
Our coaching helps emerging leaders grow emotional intelligence, lead authentically, and drive performance from within — creating long-term value across teams and departments.
