Assess how the senior manager's leadership approach may be contributing to the challenges. Are they too hands-off or overly directive? Understanding the leadership style can reveal areas for growth that align with the needs of their team.

Il arrive que le N+1, n'arrive pas à communiquer de manière efficiente avec des collaborateurs. Souvent le cadre supérieur qui gère une équipe fait face à des défis, surtout si la prise de poste est récente. Je commence toujours par évaluer la situation à 360 dégrés. Je démarre toujours par un entretien avec la personne concernée, puis avec ces collaborateurs afin de collecter les points de frictions. J'analyse globalement la communication de manière classique (Message, le ton, les bruits, les skills de l'émetteur, les skills des recepteurs...) Je compile le tout pour avoir un overview, qui me permettra de mettre en exergue les points d'améliorations. Ces points à conduire sera la base de la stratégie de coaching.

To help a senior manager, start by understanding their challenges with their team. Do a thorough needs assessment by interviewing the manager and team members, and observing how they interact. Look at communication styles, decision-making, and team dynamics. This assessment will highlight the gaps and guide your coaching strategy.

Souvent après l'étape d'évaluation, nous travaillons à clarifier la communication du cadre dirigeant avant de l'encourager à s'engager dans des activités qui ont pour objectif de renforcer la confiance entre lui et son équipe. Le dialogue ouvert est utilisé dans ce cas et d'en d'autres cas, pour briser la glace et permettre aux personnes concernées et créer des connexions entre elles. Ce sera la début d'un environnement collaboratif effectif.

Encourage the senior manager to practice open communication by sharing goals, challenges, and decision-making processes with the team. Transparency fosters trust and helps team members feel more involved in the bigger picture, reducing uncertainty and building credibility.

Historically I have found one of the most effective ways of improving communication skills within a team is the use of psycometric profiling. By profiling the manager and the wider team, and sharing the results in one, or a series of workshops, awareness of behavioural traits - and critically communications preferences can be transformed. Empowering team members to share their preferences, and enabling them to understand each other's motivations has repeatedly proven to be transformational in building effective collaboration.

Focus on enhancing the manager's emotional intelligence to better navigate team dynamics. This includes recognizing their own emotions, understanding others' perspectives, and managing responses to build stronger relationships and cohesion.

After building trust, focus on boosting the senior manager's collaborative skills. This includes active listening, empathy, and conflict resolution. Provide practical tools and exercises they can use daily, like role-playing scenarios to practice. The goal is to empower the manager to lead by example and inspire the team to do the same.

Set goals make us have a direction, allow other to see this direction too and from this point, comunication can start flowing. As an executive coach, I ussualy asking simple question if the executive already known what is her/his goals : Why this goals important ? What is the meaning of this goal for her/him. And when we dig deeper, point out, if this goals can achieve alone or she/he need team to achieve it. If they can see the essential point of team work for success, and of course good and trust communication are the key for team work, they will start to see the gap between ideal and current situation. Help them to see others point of view, to see the different way people communicating and which way are suitable on this situation

Clear goals are essential for better collaboration. Help the senior manager set SMART goals: Specific, Measurable, Achievable, Relevant, and Time-bound. Focus on enhancing team collaboration. Encourage regular check-ins to track progress and adjust as needed. This structured approach keeps everyone aligned and moving toward common objectives.

A culture of continuous feedback is key to collaboration. Guide the senior manager to regularly seek and give constructive feedback. It should be a two-way street where everyone feels comfortable sharing thoughts. Teach the manager to give feedback that’s clear, specific, and focused on behaviors, not personal traits. Emphasize celebrating achievements and addressing areas for improvement.

Adaptability is crucial in changing team dynamics. Encourage the senior manager to stay open to new ideas and different ways of working. This might mean trying new communication tools, changing meeting structures, or adjusting roles. Being flexible also means adapting leadership styles to fit the team’s needs. By staying adaptable, the manager can guide the team through challenges and boost collaboration.