Many companies invest heavily in leadership selection, but they provide very little in leadership transition. That’s where one of the main problems lies. The secret to employee retention is much straightforward than they think.

It’s a very proud moment when a talented employee gets their first leadership role, both for them and for the organisation. However, this is also the moment when the real challenges begin. The secret to employee retention, starting with management, can be summarised in one word: support.

Many companies invest a lot in leadership selection, but they provide very little or no support in leadership transition. And that’s where the problem lies.

When new managers don’t receive the support they need, the ripple effect will be noticed across teams: engagement drops, morale suffers, and turnover increases. In fact, research shows that employees don’t leave companies, they leave managers. According to Gallup, 42% of exiting employees say that their manager or organisation could have done something to prevent them from leaving their job.

So, why is supporting new managers one of the smartest retention strategies an organisation can adopt? Let’s dive in!

1️⃣ The Promotion Problem: From High-Performer to First-Time Leader

Most first-time managers land the role because they excelled in their previous role, as individual contributors. But let’s be blunt here: leadership is not a natural extension of technical excellence, it’s a completely new skillset.

Suddenly, their success depends on how well they communicate, motivate, and delegate, not on how well they do the work themselves. Without any guidance or support, this transition can feel overwhelming.

This feeling of uncertainty can quickly translate into self-doubt, micromanagement, and frustration that can push high-performing teams to disengaging or even leaving.

Supporting new managers helps close this gap. The secret to employee retention is about helping new leaders develop the mindset and tools to lead effectively instead of surviving day by day. It’s all about giving them the confidence to lead, to talk to their teams and to put the right boundaries without been pushed over or too harsh.

2️⃣ Confidence Grows When Support Is Present

Becoming a leader for the first time can be lonely at first. The new manager often feels caught between:

• their former peers, now reporting directly to them,
• and senior leaders, who expect them to get on with the job and figure things out as they go.

This leaves them unsure on how to show authority without damaging relationships. Coaching and mentoring will give them a safe space to reflect, experiment, and grow with their role.
They will learn how to put boundaries, give feedback, and make confident decisions, skills that will help them reduce stress and build trust within their teams.

A confident leader inspires confidence in others. And when people trust their leader, they tend to stick around for longer, put more effort into their work and be more engaged with the organisation’s goals.

3️⃣ Good Leadership Helps Increase Engagement

When managers lead with empathy and transparency, employees will feel valued and understood. Basically because they know what’s expected of them and why their work matters. The secret to employee retention is about helping everyone feel part of the organisation’s mission, instead of feeling like numbers just obeying commands from the senior leaders.

This sense of being connected and having a clear direction will positively impact on talent retention, not because people are afraid to leave, but because they don’t want to.

Engaged teams don’t happen by chance, they happen by design, and that design starts with capable, supported managers.

The highest performing teams are not the ones with the highest skills and more experience and PhDs. The highest performing teams are the ones where members feel safe to take risks and make mistakes. Numerous studies have proven that, but probably the most famous is Project Aristotle. This is a research project undertaken by Google to understand what increases performance and makes teams successful.

4️⃣ The Ripple Effect: Retaining More Than Just One Person

Investing in a single manager can impact ten, twenty, or even fifty people. A supported leader creates psychological safety, communicates with transparency, and models balance, which create a ripple effect through their team. It can even become “contagious” with the senior leaders or other teams too!

The result?
Lower burnout, higher retention, stronger collaboration, and employees who see a clear path for growth within the organisation.

Basically, developing one manager is like retaining the entire department.

5️⃣ It’s Not an Expense, it’s an Investment

Leadership coaching and training often get labelled as “nice-to-haves,” but they are much more than that.

Replacing a single employee can cost up to twice their annual salary, factoring in recruitment, onboarding, and lost time and productivity.
Now multiply that across multiple resignations caused by poor management. The numbers will speak for themselves.

Supporting new managers early is one of the highest-ROI investments a company can make.

So, let’s stop saying “soft skills are a nice to have” and start seeing the reality of the secret of employee retention. A happy and supported manager equals most of the time a happy and engaged team. They will all deliver better results and tend to stay longer if they feel the organisation has their back and invests in them.

Conclusion

Every new manager deserves the chance to succeed, and every organisation benefits when they do.

When companies prioritise leadership development at the beginning of the transition, they create stronger teams, higher engagement, and long-term loyalty. Plus the turnover rates go down and their revenue will increase.

Because when leaders feel supported, their people do too.
And that’s one of the biggest secrets to retention.

Think about it, if you had less employees leaving, you could invest the money saved on recruitment to support the growth and upskilling your current teams. This will help your teams to perform better and to stay longer, making your organisation even more attractive for when you actually need to hire new talent.

It’s a wonderful ripple effect that will take the organisation to the next level.

Shall we talk?

My Lead with Confidence programme is based on training and coaching new managers. This way, they have the necessary guidance and support while growing in a role that will probably shape the future of their career.

Once more year, Clarity Coaching has made it to the finals for the LCCI SME Awards 2026, this year on three categories that show the dedication and passion I have for this business and industry

This is a Remarkable Milestone for Clarity Coaching

I am incredibly proud to announce that Clarity Coaching is a finalist in three categories at the London Chamber of Commerce and Industry (LCCI) SME Business Awards 2026:

• 🥇 Best New Business
• 🥇 Website of the Year
• 🥇 Best Enterprising Business

Being recognised in three categories is both humbling and inspiring. It highlights how much passion and dedication I put into Clarity Coaching. It also shows how much it has grown since I first launched it as a small side hustle in March 2022.

A Journey of Growth and Purpose

When I started Clarity Coaching, my mission was clear: to support new managers in developing the clarity, self-awareness, and confidence they need to lead effectively.

Today, that mission has evolved into a thriving professional community, a space where new leaders learn to manage teams, handle challenges, and grow into their roles with empathy and resilience.

This recognition reinforces the belief that leadership development is not just about skills, it’s about mindset, courage, and connection.

Gratitude for the Journey So Far

I’m deeply grateful to everyone who has supported, mentored, and believed in me, clients, peers, and friends alike. Every conversation, recommendation, and word of encouragement has contributed to this milestone.

Your trust allows me to continue doing what I love: helping people to lead with clarity and confidence.

What’s Next for 2026

Looking ahead, 2026 promises even more exciting opportunities for growth.

Registrations are now open for the next cohort of the Lead With Confidence programme, starting in February. This 10-workshop leadership development experience is designed to help new managers strengthen communication, self-management, and team leadership. All this with real-world application at its heart. But it also provides them the headspace to stop, think and reflect via one-to-one coaching.

No matter the outcome of the awards, being a finalist at the London Chamber of Commerce SME Awards 2026 is an incredible honour and a sign of how far passion and persistence can take you.

About Clarity Coaching

Clarity Coaching helps first-time managers and emerging leaders build the skills and mindset needed to transition successfully from peer to manager. The flagship programme, Lead With Confidence, blends live workshops, individual coaching, and a lifetime community of practice.

To learn more or join the next cohort, register your interest in this link or book directly a 30-min discovery call for free to discuss it further.

For new leaders, learning to be assertive can be a game changer.
Assertive leadership is not about forcing your way, it’s about communicating clearly, respecting boundaries (your own and others’), and creating an environment where people feel heard and valued.

However, despite the countless books, webinars, and trainings on assertive communication, many new managers still misunderstand what being assertive really means.
Let’s bust some of the most common myths about assertiveness and see how it really shapes great leadership and learn how assertiveness helps new managers communicate and lead effectively.

Myth 1: “If my team member says no, it means they don’t respect me.”

Leaders often take “no” as a personal rejection. But a “no” can mean many things: your team may be overwhelmed, unclear on priorities, working on their own boundaries, or simply need more support.

Instead of reacting defensively, get curious. Ask, “Can you tell me what is making this difficult right now?”
Assertive leaders seek understanding, not obedience. When you ask instead of assuming, you build trust and psychological safety, which are the foundation of effective leadership.

Myth 2: “If I set boundaries, my team won’t like me.”

This is one of the biggest fears for new managers transitioning from peer to leader.
But the truth is that boundaries are a form of respect, both for yourself and your team.

Leaders without boundaries often end up overworked, resentful, and less effective, and we could say the same about their team.

When you communicate limits clearly, you model healthy behaviour and empower others to do the same. Not everyone will love it, but leadership is not about pleasing people; it’s about guiding them with integrity.

Myth 3: “If I share how I feel, they will think I am weak.”

Actually, openness shows confidence and authenticity.
Assertive leaders are transparent about their expectations and emotions, not to vent, but to connect.

No one can meet standards they don’t understand so, by communicating clearly and respectfully, you prevent confusion, misunderstandings, and frustration on all sides.
Asking for what you need as a leader doesn’t make you vulnerable, it makes you human and credible.

Myth 4: “I should be assertive all the time.”

Assertiveness is powerful, but context matters.
Sometimes, stepping back, listening, or adapting your style is the most assertive thing you can do.

Every situation requires emotional intelligence. When tensions rise, assertiveness may need to give way to empathy or patience. The key is knowing when to speak up and when to hold space.

Myth 5: “Assertive leaders manipulate others to get what they want.”

Assertiveness and manipulation couldn’t be more different.
Manipulation uses pressure or guilt to control others. Assertiveness uses clarity and mutual respect to inspire cooperation and avoid misunderstandings in communication.

Assertive leaders influence through credibility, not coercion. They make decisions transparently, and people follow because they want to, not because they have to.

Myth 6: “Being assertive means being aggressive.”

This confusion is everywhere, especially in corporate settings.
Aggression disregards others’ opinions and fuels conflict; assertiveness invites dialogue and finding solutions.

A good test you can do: if people walk away from a conversation feeling smaller, it was aggression. If they leave feeling understood and accountable, that’s assertiveness.
True leadership strength lies in balancing firmness with empathy.

And yes, gender bias still creeps in here. Women are often labelled “bossy” for behaviour praised as “decisive” in men. Part of assertive leadership is challenging those double standards by modelling respect and clarity in every interaction, no matter who we are talking to.

Myth 7: “Assertive leaders always get what they want.”

Not true. And not the point.
Being assertive doesn’t guarantee agreement; it guarantees clarity, fairness, and mutual respect.

Assertive leaders know that influence is built through open communication, not dominance. Sometimes you will still hear “no,” but you will know you led with integrity, and that’s what earns long-term trust.

The truth about assertive leadership

Assertiveness is not about being louder, it’s about being clear, confident, and kind.
It’s leading in a way that honours both your voice and others’.

When you master assertive communication, you reduce stress, strengthen relationships, and create space for real collaboration.
That’s not just good leadership, that’s sustainable leadership.

Becoming assertive is a long-term journey. If you want to start working on it, why not getting some extra help? I can support you and offer you the headspace you need to think things through. Shall we talk?

Or, if you want to explore what my Lead with Confidence programme can offer you, make sure you register your interest for the next cohort! See you there!

The hidden turnover and engagement risks that come with not supporting your new managers

When it comes to leadership development, organisations often focus on senior leaders or high-potential executives. But, what about the one who have just landed their very first leadership role, transitioning from peer to manager?

This moment is crucial in anyone’s career. It shapes careers, teams, and entire organisations, to not mention the way these people will manager their teams for years (and decades) to come. For this reason, neglecting new managers carries a hidden ripple effect that not only hurts the individual, but the entire organisation.

Why New Managers Matter So Much

New managers directly oversee the majority of employees in an organisation. They are the ones who set the tone, shape culture at team level, and influence the day-to-day engagement. Their ability to lead effectively can mean the difference between a motivated, high-performing and productive team and one that struggles and drags the organisation with it.

The Hidden Costs of Neglecting New Managers

When new managers don’t get support:

• Turnover increases. Team members often leave because of poor management, not the company itself. One person alone can damage an entire team with great individuals and brilliant potential, not only costing constant setbacks on the productivity, but also costing a lot of money to the company. The average cost to replace an employee these days is around £30K, and when it comes to highly specialised individuals, around 200% of their annual salary.
• Engagement drops. A manager who avoids giving feedback, struggles to delegate and lacks empathy and compassion creates confusion and frustration among the team. When objectives keep on changing, feedback is always negative or vague (or inexistant!) and you are even asked “how are you feeling” after a week of sick leave, motivation and engagement will usually start dropping, creating a team of people who just does the bare minimum.
• Performance suffers. Without the right skills, new managers will not be able to unlock the real potential of their team. I have seen this lots of times in my career: manager wants to get all the credit, so gets the team to work as their minions to make them look like the hero who saved the day. This ends up affecting the team’s performance because their manager is not making the most of their strengths and ambitions, they are just “using” them to their advantage.

The tricky part of these is that these costs rarely show up on one line in the budget. They appear as higher recruitment spend, reduced productivity, or missed opportunities, but most organisations don’t want (or have the time) to dig deeper into what is the root cause.

The Domino Effect on Culture

The thing is that a poorly (or not at all) prepared manager doesn’t just affect their team, they will have a huge ripple effect through the organisation. Bad habits spread quicker than the good ones (yes, that’s a bummer…) and, if employees feel they are not supported or that their manager takes all the credit, they will lose trust in leadership as a whole. This erodes culture over time.

But let’s also mention that, if employees and other management see someone getting away with certain behaviour, they will either start doing the same or will slowly lose any motivation to do a job well done.

What Organisations Can Do Differently

Handing someone a management title and a training manual is not even close to be enough. Real growth will only happen when managers have:

• A safe space to reflect and learn about their challenges, setbacks and projects.
• Practical coaching to apply concepts in real-life situations and reflect on them.
• Ongoing development that ensures continuity, not one-off workshops to tick the box.

Investing in new managers is not a “nice to have.” It’s risk management, culture building, and long-term talent retention.

If your organisation wants to reduce turnover, boost engagement, and strengthen its leadership pipeline, I would love to talk about how my coaching programme Lead with Confidence can support your new managers from day one, by providing them a space for learning, growth, self-reflection and support.

From Doing to Leading: Practical Tips for Delegating Without Guilt

Stepping into your first leadership role is exciting, but let’s not ignore the fact that it also is a big shift: You go from "doing" tasks and following your management’s decisions to be the one who has to choose what to let go without feeling and what decision is best, not just for yourself, but for your team.

In fact, one of the hardest things new managers tell me about is delegation. Basically, it can feel very uncomfortable at first. Many say:

• “If I hand this over, they will think I am lazy.”
• “I can do it faster myself.”
• “I don’t want to overload my team.”

Does any of these sound familiar?

The truth is that delegation is not about dumping work on your team. It’s about creating space to grow, for yourself and for your team.

Why Holding on Holds You Back

When you keep doing everything yourself without letting go, a few things may happen:

• You burn out. The workload piles up, your focus scatters and, instead of doing what you have been paid to do (lead), you end up being a very expensive employee with a management title and no time for breaks.
• Your team misses out. They don’t get the chance to learn or and face different challenges. If you hold on to all the work and leave the “unimportant” tasks to your team, they will not only miss out, but they will feel you don’t trust them enough, which will decrease their engagement, motivation and drive to do a good job.
• You stay stuck. Instead of moving into the leader’s role, you are still acting as the “super-doer.” As mentioned before, you become an expensive employee with management title, but the worst part is that you will be so busy being a “doer” that you will miss out on great opportunities to learn, grow and lead, so you will stay put where you are. Forever.

Leadership is about stepping back to see the bigger picture, you can’t become a strong leader if you are buried in tasks or, even worse, if you micromanage.

Delegation as a Leadership Superpower

Delegation, when well done, can be one of the most powerful tools you have as a leader. It will:

• Build trust within your team.
• Boost your team members’ self-confidence.
• Help people take ownership and be accountable.
• Give you the headspace to focus on priorities and projects that only you can handle.

Truth is that delegation is not just about giving away work, it’s about giving handing over opportunities to others to help them grow.

How to Delegate Without Guilt

Delegating can become your biggest ally, but first, you need to start letting go. For this, here are four simple steps that can help you:

1. Accept the guilt. Yes, there is no way to sugarcoat this: you may feel guilty the first times you delegate something to your team. It is just human to think that you are “troubling them” with an extra task. However, you will need to delegate so you can do what is expected from you now: lead, not just being the “top doer”. Use that initial guilt to your favour by thinking things through and making the right choices, and it will decrease more every time.

Also, think the big picture: you are not “troubling them”, you are handing over certain projects and tasks that can help them in the long run.

2. Match the right task to the right person. Think about you team members’ strengths, interests, ambitions, but also weaknesses and, with all that in mind, find what will get them out of their comfort zone just enough so they feel motivated and engaged.
3. Lead with clarity. Explain the expected outcome, the deadline, and why it is important for the wider business. Being clear with guidelines, expectations and the organisation’s perspective will provide your team with a clear goal and its key milestones to achieve.
4. Step back but stay available. Check in without micromanaging. Trust, but support. Once the guidelines, expected outcome and deadlines are clear, let them do. Everyone has a different way of proceeding, but there is no just one way of doing things. Trust your team and stay focused on the outcome. If they need help, make sure you provide it without taking over the project, as this would crash their self-confidence and motivation.
5. Acknowledge effort. Recognise their progress, not just the finished product. Look at how they achieved what they did. It may not be the same way you would have done it, but it got them to the finish line with great results. Admit that there is more than one way of doing things and appreciate the effort and celebrate every milestone with them.

A Gentle Reminder

Delegation, same as asking for help, is not a weakness. It’s a skill. Every great leader learns it and masters it. And the sooner you start practising, the sooner your team (and you) will thrive.

If you are a new manager struggling with delegation or the shift from “doing” to “leading,” my coaching programme Lead with Confidence is designed exactly for you. Drop me a message if you would like to chat about how it could help you grow.

I have been in leadership roles throughout my career, but without the official title, and I remember feeling a strange mix of pride and panic. I knew I could lead; however, I thought I had to have all the answers.

What I have learned since then is this: leadership is not about knowing everything. It’s about self-awareness, listening deeply, making confident decisions, and knowing when to bring others along in the process.

That’s why I created my programme Lead with Confidence – to help new managers and aspiring leaders skip the months (or years!) of self-doubt, and step into their role ready to lead with clarity, skill, and presence.

Lead with Confidence is a 6-month leadership development experience that combines practical skills, one-to-one support, and a community of peers.

You’ll take part in 10 live workshops, covering:

1. Communication in Leadership
2. Self-management
3. Team Performance
4. Mental Health at Work
5. HR Processes
6. Diversity, Equity & Inclusion
7. Toxic Behaviours at Work
8. Coaching at Work
9. Emotional Intelligence
10. Shaping the Next Generation of Leaders

Plus:

• 12 x 1-hour private coaching sessions with me
• Handouts and resources from all workshops
• Lifetime access to the Leaders’ Community (with access to a private LinkedIn group where you can interact with others, quarterly group video calls and 1 annual face-to-face event in London)

Special Offer For the First Cohort Only:
The full price for private individuals is £2,250, but I’m offering an exclusive 20% discount for my first cohort – making it just £1,800 per person.

Corporate pricing will be agreed directly with each company, and I’m also happy to offer a free Lunch-and-Learn “taster session” for organisations who would like to explore the programme first.

Why Join Now:
This is not a recorded, “watch when you get a chance” kind of course. Every workshop is live and interactive. You will get personal coaching, a network that lasts through the community, and a safe space to explore the challenges you face as a leader. The first cohort will be small so I can give each person maximum attention. Once places are filled, I’ll close the doors until the next intake, in March 2026.

How to Secure Your Spot:
If you’d like to join the September launch (or reserve a place for March if that works better for you), send me an email to clarity@yourclaritycoaching.com, register your interest here or book a short call with me here.

If you have ever thought, "I’d love to lead, but I’m not sure I’m ready yet", this is your moment. You don’t have to figure it out alone – let’s get you the skills, confidence, and support to lead in a way that feels authentic and sustainable, not only for you, but also for your team and the wider organisation.

Let’s build your leadership journey together.

I’m absolutely thrilled to share that Clarity Coaching is a finalist for Best New Business at the Huntingdonshire SME Business Awards 2025!

At the end of 2023, I made the leap and resigned my 9-5 to run my workplace coaching business full-time. Then, in December 2024, I both transitioned into leadership coaching and moved to my new home in St Neots, Cambridgeshire.

I was astonished at how active an buzzing the community is here. I felt welcomed, supported and seen from day 1.

My work is all about helping first-time managers navigate the often daunting and lonely transition into leadership. Through a blend of workshops, one-to-one coaching, and a supportive leadership community, I aim to make sure no new leader has to figure it all out alone.

I feel truly honoured to have made it to the final alongside such inspiring entrepreneurs across Huntingdonshire. The awards ceremony takes place on 20th October 2025.

A huge thank you to my clients, peers, and community for your trust, encouragement, and support. This milestone wouldn’t have been possible without you.

I am also excited to announce that this September marks the launch of my Leadership Coaching Programme for New Managers – a comprehensive 10-module journey covering important topics like communication, self-management, team performance, emotional intelligence, and shaping the next generation of leaders.

The programme also includes 12 private one-to-one coaching sessions, full workshop resources, and lifetime access to my leadership community, where members can network, share ideas, and meet quarterly online (with an annual in-person meet-up in London). Also, as part of the first cohort, participants will receive a special 20% launch discount.

If you would like to learn more about my leadership coaching programmes or my community for new managers, visit my website or connect with me here on LinkedIn.

#HuntingdonshireSMEAwards #BestNewBusiness #LeadershipCoaching #NewManagers #StNeots #CambridgeshireBusiness #SmallBusinessAwards #SMEBusinessAwards

I’m absolutely thrilled to share that I’ve been awarded Second Place for Female Founder of the Year at the Women in Business Support Network Recognition Awards 2025. 🥈✨

This award means so much to me. It’s not just about the title—it’s about the journey. It’s about the early mornings and late nights, the tough decisions, the moments of self-doubt, and the incredible highs that come with building something you truly believe in. Being recognised alongside such a powerful group of women founders is a huge honour—and also a lovely reminder that the work we’re doing is making a difference.

The Women in Business Support Network has created something really special with these awards. It’s more than just a celebration—it’s a space to be seen, heard, and uplifted because, like they always say, together we are stronger. The room was filled with energy, connection, and so many inspiring stories. I left the event feeling proud, inspired, and more committed than ever to continue supporting others in their leadership journeys.

To my wonderful clients, supporters in any way, collaborators, and community: thank you. You’ve played such a huge part in this recognition. Your trust, encouragement, and belief in my work is what keeps me going, and this award is as much yours as it is mine.

If you’re curious, you can find out more about the Women in Business Support Network and the awards here: https://www.womeninbusinesssupportnetwork.com

With gratitude and excitement for what’s to come, cheers to the second of many awards!

Pilar Sifas Obiol - Clarity Coaching has been Nominated in Top 10 Voices Competition Celebrating Women in Leadership and Female Entrepreneurs

I’m absolutely thrilled to share some exciting news—I’ve been nominated for the 2025 Top 10 Voices competition hosted by the incredible Women’s Business Club! 🎉

This global initiative celebrates women in leadership, female entrepreneurs, and rising voices in business. It’s designed to give women from all walks of life the opportunity to share their journeys, spark inspiration, and connect with a wider audience through podcast interviews, magazine features, and recognition awards.

🎤 What Is the Top 10 Voices Competition?

Launched by Angela De Souza, founder and CEO of Women’s Business Club, the Top 10 Voices competition gives women a platform to shine. Entrants are invited to submit a short pitch about why they—or someone they admire—deserve to be featured. The winners will be highlighted through:

• 🎧 Interviews on the Women’s Business Voice Podcast
• 📰 Features in Women’s Business Magazine
• 🏆 Official recognition as one of the Top 10 Voices of the year

Angela says it best:

“We believe that every woman has a powerful story and perspective. This isn’t about influencers or headlines—it’s about recognising the everyday women making an extraordinary impact.”

💬 Why This Means So Much to Me

Being recognised as a nominee is more than an honour—it’s a chance to contribute to a movement that amplifies women's voices in leadership and business. Whether you're a new manager, a first-time founder, or someone making quiet waves in your community, your voice matters.

As someone passionate about supporting newly promoted leaders and emerging women in management, this nomination aligns with everything I believe in: visibility, empowerment, and community.

🌐 Why It Matters

We often hear the loudest voices in business—but there are countless women whose stories are still untold. That’s what makes the Top 10 Voices so special: it’s about inclusivity, authenticity, and celebrating impact over popularity.

If you’ve ever felt unseen in your leadership journey, I hope this encourages you to step forward, speak up, and be proud of your path.

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💡 Want to Chat?

Are you a new leader navigating the leap into management? Let’s connect. I coach people who are ready to lead with confidence and clarity—without losing who they are in the process.

📩 DM me or register your interest on my Coaching Programme for New Leaders here – I’d love to hear your story.

#WomenInLeadership #Top10Voices #WomensBusinessClub #FemaleFounders #NewManagers #LeadershipDevelopment #WomenInBusiness #BusinessCoaching #StNeotsBusiness #InclusiveLeadership #EmpoweredWomen

Clarity Coaching is launching a brand-new programme designed specifically for new leaders — people who’ve just stepped into their first managerial role and are trying to figure out what leadership really means.

Why This? Why Now?

After years of coaching professionals in the workplace, I’ve decided to make a shift — and I couldn’t be more excited to share it with you.

They were high-performers, great at what they did — and then one day, they were managing people. No training, no roadmap, just expectations. And it hit me: this is where support matters most. Right at the start.

That’s why I’m focusing all my energy and expertise on helping first-time leaders build confidence, find their voice, and lead with clarity from day one.

Who This Is For

This is for you if...

• You have just been promoted (or you are about to be) and you are feeling excited and overwhelmed.
• You are second-guessing yourself, unsure of how to lead your former peers, or trying to juggle it all without burning out.

This is for you team if...

• You are an organisation that wants to give your new leaders a solid foundation to grow from…
• You are a company's decision maker and you are tired of seeing your team members and leaders leaving because they don't feel valued enough.

Why This Programme Matters For You and Your Organisation

Transitioning into a leadership role is challenging. But did you know that failing to support new leaders can be costly — both financially and culturally?

💷 The High Cost of Employee Turnover

Replacing an employee in the UK can be expensive. For example, Small and Medium-sized enterprises (SMEs) often face costs around £26,000 per employee due to recruitment, training, and lost productivity .

These figures highlight the financial impact of turnover, making it clear that investing in leadership development is not just beneficial — it's essential.

⚖️ The Rise in Discrimination Claims

Workplace discrimination claims are on the rise. In the 2023/24 reporting year:

• Disability discrimination claims resulted in an average compensation of £44,483.
• Race discrimination claims had an average award of £29,532 .

These statistics reflect a growing awareness and intolerance of discrimination in the workplace, emphasizing the need for effective leadership to foster inclusive environments.

What’s Inside This Programme?

I’ve poured everything I’ve learned into this. This isn’t a corporate checklist of leadership buzzwords, it’s real support for real people trying to lead for the first time.

Here’s what you will get:

• 💬 One-on-one coaching with me, tailored to your challenges, your team, your leadership style.
• 🧭 Guidance through the tough stuff: difficult conversations, setting boundaries, building trust.
• 📚 A set of interactive workshops, focused on core leadership topics like communication, feedback, team dynamics, and confidence-building.
• 🛠️ Practical tools and frameworks that actually work, not just theory.
• 💡 A space to reflect, grow, and figure out what kind of leader you want to be.

The workshops that include a wide range of topics in each of their modules. The main modules are:

1. Communication in Leadership
2. Self-Management
3. Team Performance
4. Mental Health at Work
5. HR Processes for Leaders
6. Diversity & Inclusion
7. Toxic Behaviours at Work
8. Coaching Your Team
9. Emotional Intelligence
10. The Next Generation

From One Human to Another

Stepping into leadership is one of the biggest shifts in your career. It’s where confidence is built, self-doubt creeps in, and clarity can make all the difference.

You don’t have to figure it all out on your own. I’m here to walk with you, with honesty, empathy, and no judgment, as you step into this new chapter.

If this sounds like something you or someone on your team needs, I’d love to chat.

👉 Message or email me to learn more or register your interest here.

Let’s build something great, starting with you!

Clarity Coaching has won Silver Award to Website of the Year at the LCCI SME Business Award 2025, being this the first award the company wins since it started as a full time business in January 2024

I am extremely happy to announce that Clarity Coaching has been awarded the prestigious Silver award at the London Chamber of Commerce and Industry SME Business Awards 2025 for Website of the Year. In addition to this achievement, I was also a finalist for Best New Business, recognizing the transformative impact of Clarity Coaching in the leadership and career coaching space.

Founded in 2022 as a part-time business, Clarity Coaching supports professionals at a pivotal stage in their careers, especially those stepping into leadership roles for the first time. After years of working in a part-time capacity, I transitioned to running the business full-time in January 2024, dedicating myself to helping individuals who are new to managerial positions and guiding them towards becoming their best version, both as leaders and individuals.

Winning the Silver award for Website of the Year and being a finalist for Best New Business is truly humbling. It’s a recognition not just of my efforts, but of the power of clarity in leadership. I’m passionate about helping people find their true potential, especially those navigating their first leadership role. To see this passion recognized at such a prestigious level is incredibly rewarding.

I couldn't really have make it without Josh Page, my web developer. He has not only executed my vision but has also added from his designs, ideas and projects that have led us to winning an award in such a short period of time.

What I do at Clarity Coaching

At Clarity Coaching I offer a range of coaching services, including one-on-one career coaching, leadership development programs, and tailored workshops. My coaching helps new leaders build confidence, enhance their decision-making, and develop the emotional intelligence needed to lead with impact and authenticity.

As the business continues to grow, I aim to expand my reach, providing even more professionals and companies with the tools and insights they need to succeed in their careers and leadership journeys.

You can work with me both in a private and corporate basis, online, face to face or in a hybrid way. Just reach out and let's have a chat on how we can collaborate! Email me at clarity@yourclaritycoaching.com and let's mark the first milestone towards achieving your professional objectives!

Clarity Coaching has been Selected as Finalist in Two Categories at the 2025 London Chamber of Commerce and Industry SME Business Awards

I am extremely delighted to announce that Clarity Coaching is officially a finalist in two prestigious categories at the 2025 London Chamber of Commerce and Industry (LCCI) SME Business Awards: Best New Business and Website of the Year.

I founded Clarity Coaching with the mission of empowering professionals to achieve greater clarity, confidence, and career success, and it has quickly gained a reputation for delivering transformative coaching experiences. The recognition from the LCCI, one of London’s leading business organizations, marks an important milestone on my business journey since its inception in 2022, when it was just as a side business, which that transitioned into a full-time gig in early 2024.

Best New Business
As a finalist in the Best New Business category, Clarity Coaching is recognized for its innovative approach to coaching, tailored services, and rapid growth. Since I launched it, I keep on helping numerous individuals and organizations navigate career transitions, build leadership skills, and foster a culture of personal development.

Website of the Year
Clarity Coaching’s website, which has been lauded for its user-friendly design, engaging content, and seamless functionality, is also in the running for Website of the Year. The website serves as a hub for clients seeking coaching services, offering valuable resources, informative blog posts, and insights into the coaching process.

I’m incredibly honoured and excited to be a finalist in two categories at the LCCI SME Business Awards. This recognition is a testament to the hard work, passion, and dedication I put into every aspect of my business, from coaching my clients to delivering high end workshops that make a difference and help my clients to hit the start button on their action steps. I am excited for the future and grateful for the opportunity to continue helping people find clarity and purpose in their professional lives.

The LCCI SME Business Awards celebrate the achievements and successes of small and medium-sized businesses across London, showcasing the resilience and innovation that fuel the city’s economy. The winners will be announced at an awards ceremony at the end of February 2025.

Empower yourself to be your best version in 2025 and to achieve what you want.

Believe it or not, 2024 is coming to an end... where did time go? It seems like it was yesterday when we were setting our New Year's Resolutions '24!

With the holiday season upon us, I want to ask you a question: where did you want to be by this time last year?

Did you manage to achieve your goal? GREAT! Well done and keep it up!

If you didn't, maybe there is something keeping you from achieving what you want: procrastination, fixed mindset, lack of self-confidence, stress/time management, impostor syndrome... take your pick! More often than not it is ourselves putting the obstacles in front of us, so it is necessary to do the work so we can overcome obstacles and be our best selves.

You would be surprise with the amount of times someone said "I can't do this" and it turned out that the only ones thinking this were themselves!

So, where do you want to be this time next year? How will you get there?

I can help you achieve these goals and become your best version, so next year you will look back and feel incredibly proud you decided to invest in yourself and your own future. For this reason, I am offering some discounts:

LIMITED SPACES!

Detailed information about what is a Signature Coaching Programme here.

Offer expires on 8th January 2025 or when all spaces are taken.

Book now your free 30-min discovery call with me: Let's talk!