How an IT company prepared its managers for the next level

About the Company Company:

Mid-sized IT company specialising in software development Employees: 45 (before the project) Industry: Information Technology Duration: 8 months (2025)

The Challenge The company was growing rapidly and was forced to promote 6 technical specialists into managerial positions in less than a year. The new managers were excellent technical specialists but had no experience in people management:

— Team conflicts: Lack of managerial skills was leading to tension and misunderstandings — Project delays: Ineffective communication was delaying deliverables by an average of 3 weeks — Demotivated team: Employees under the new managers were beginning to look for other opportunities — Risk of resignation: Two of the new managers expressed a desire to return to technical roles — Financial risk: Potential loss of key clients due to delayed projects

Our Methodology

Diagnostic Phase: — Individual interviews with each of the six managers — 360-degree feedback from their teams — Analysis of specific challenges and situations — Identification of common and individual needs
Strategy Development: — Personalised programme for each manager — Combination of group training and individual coaching — Definition of measurable goals for each participant

Implementation Phase 1 — Assessment (2 weeks): — In-depth analysis of each participant's management style — Mapping of team dynamics — Identification of critical development areas

Phase 2 — Intensive Training (6 weeks): — People management and team dynamics — Effective communication and constructive feedback — Decision making and conflict management — Delegation and time management — Motivation and talent retention — Performance management and appraisal conversations

Phase 3 — Practical Application (4 weeks): — Real-life case studies from the managers' daily work — Group sessions for sharing experience and solutions — Individual coaching for specific challenges

Phase 4 — Follow-up (3 months): — Monthly individual sessions with each manager — Measuring progress through repeat 360-degree feedback — Programme adjustments based on results

Results All 6 managers retained their positions: 100% Team satisfaction: increased from 38% to 81% Project delays: reduced by 65% Company productivity: increased by 28% Team turnover: reduced from 22% to 6%

Additional Outcomes: — The company won 2 new clients thanks to on-time project delivery — 1 manager was nominated for an internal leadership award — The programme was expanded and applied to the next level of managers