When High-Potential Managers Struggle with a Slow-Moving Team: A Coaching Case Study
Organizations often promote top-performing individual contributors into leadership roles with the expectation that their drive and expertise will translate into team performance. But without support, these high-potential managers can quickly become frustrated, overextended, and at risk of burnout.
Case Example:
A newly promoted manager, let’s call him Cory, had been leading his team for 8 months. He was ambitious, highly capable, and eager to deliver results. Yet his project milestones were consistently behind schedule. His frustration grew as he felt his team lacked urgency and required constant hand-holding.
From a business perspective, situations like this can lead to:
Delayed project outcomes that impact revenue or client satisfaction
Declining team morale due to misaligned expectations
Retention risk for both the manager and the team if stress remains high
Coaching Approach: Aligning Pace, Capability, and Expectations
Through leadership coaching, we worked with Cory to uncover the root of his challenge. Using a simple metaphor exercise, he shared:
“I feel like I’m driving a Porsche at 200 km/hr on the Autobahn, while my team is in regular cars driving 50 km/hr on city streets with traffic lights.”
This image revealed critical gaps:
Mismatched speed – Cory’s urgency outpaced his team’s current capability.
Different “roads” – His team faced obstacles (approvals, dependencies) he hadn’t accounted for.
Skill and resource gaps – The team lacked the tools and knowledge to accelerate.
Key Outcomes for the Organization
By reframing the challenge and co-creating an actionable plan, Cory was able to:
Adjust expectations by setting a realistic “speed limit” of 100 km/hr, reducing team stress.
Identify and remove bottlenecks (e.g., simplifying approval processes).
Invest in team development to ensure employees had the capability to take on more responsibility.
Within a few weeks, the team experienced:
Improved engagement and ownership
Faster progress toward key milestones
Reduced manager stress and risk of burnout
For HR and L&D leaders, this case demonstrates how targeted coaching not only supports the success of emerging leaders but also safeguards team performance and overall business outcomes.
Takeaway for Organizations
When high-performing managers hit a wall with slow-moving teams, it’s often a sign of misaligned expectations and capability gaps rather than a lack of motivation. Early coaching interventions can help bridge that gap, protecting your leadership pipeline and ensuring your investment in top talent delivers long-term results.