{"id":15768140,"date":"2026-02-17T15:20:12","date_gmt":"2026-02-17T14:20:12","guid":{"rendered":"https:\/\/coachlab.hu\/?p=15768140"},"modified":"2026-06-02T18:57:15","modified_gmt":"2026-06-02T16:57:15","slug":"first-leadership-position-everyone-gets-lost","status":"publish","type":"post","link":"https:\/\/coachlab.hu\/en\/blog\/elso-vezetoi-pozicioban-mindenki-elvesz-kicsit\/","title":{"rendered":"In the first leadership position, everyone gets a little lost. The question is how long"},"content":{"rendered":"<figure class=\"wp-block-image aligncenter size-full\"><img decoding=\"async\" width=\"640\" height=\"427\" src=\"https:\/\/coachlab.hu\/wp-content\/uploads\/Az-elso-vezetoi-pozicioban-mindenki-elvesz-egy-kicsit.-A-kerdes-csak-az-mennyi-idore-entrepreneurship-3498259_1280.webp\" alt=\"In the first leadership position, everyone gets a little lost. The question is how long\" class=\"wp-image-15768143\" srcset=\"https:\/\/coachlab.hu\/wp-content\/uploads\/Az-elso-vezetoi-pozicioban-mindenki-elvesz-egy-kicsit.-A-kerdes-csak-az-mennyi-idore-entrepreneurship-3498259_1280.webp 640w, https:\/\/coachlab.hu\/wp-content\/uploads\/Az-elso-vezetoi-pozicioban-mindenki-elvesz-egy-kicsit.-A-kerdes-csak-az-mennyi-idore-entrepreneurship-3498259_1280-480x320.webp 480w\" sizes=\"(min-width: 0px) and (max-width: 480px) 480px, (min-width: 481px) 640px, 100vw\" \/><figcaption class=\"wp-element-caption\">In the first leadership position, everyone gets a little lost. The question is how long<\/figcaption><\/figure>\n\n\n\n<style>\n  .cl-kiemelt-idezet {\n    border-left: 5px solid #1a5ccc;\n    margin: 2rem 0;\n    padding: 1rem 1.5rem;\n    background: #f0f5ff;\n    font-size: 1.05rem;\n    font-style: italic;\n    color: #1a3360;\n    border-radius: 0 6px 6px 0;\n  }\n  .cl-kiemelt-idezet cite {\n    display: block;\n    margin-top: 0.6rem;\n    font-size: 0.88rem;\n    font-style: normal;\n    color: #555;\n  }\n  .cl-valos-eset {\n    background: #e8f4ec;\n    border-left: 5px solid #2e8b57;\n    padding: 1.2rem 1.5rem;\n    margin: 2.2rem 0;\n    border-radius: 0 6px 6px 0;\n  }\n  .cl-valos-eset .cl-cimke {\n    font-size: 0.78rem;\n    letter-spacing: .08em;\n    text-transform: uppercase;\n    color: #2e8b57;\n    font-weight: 700;\n    margin-bottom: 0.6rem;\n    font-family: Arial, sans-serif;\n  }\n  .cl-szemelyes {\n    background: #fdf6e3;\n    border-left: 5px solid #c8a400;\n    padding: 1.2rem 1.5rem;\n    margin: 2.2rem 0;\n    border-radius: 0 6px 6px 0;\n  }\n  .cl-szemelyes .cl-cimke {\n    font-size: 0.78rem;\n    letter-spacing: .08em;\n    text-transform: uppercase;\n    color: #9a7a00;\n    font-weight: 700;\n    margin-bottom: 0.6rem;\n    font-family: Arial, sans-serif;\n  }\n  .cl-cta-sor {\n    text-align: center;\n    margin: 2.5rem 0;\n  }\n  .cl-cta-gomb {\n    display: inline-block;\n    background: #1a5ccc;\n    color: #fff !important;\n    text-decoration: none;\n    padding: 0.85rem 2.2rem;\n    border-radius: 4px;\n    font-family: Arial, sans-serif;\n    font-size: 1rem;\n    font-weight: 700;\n    letter-spacing: .03em;\n  }\n  .cl-cta-gomb:hover {\n    background: #0d3a8e;\n  }\n  .cl-tabla {\n    width: 100%;\n    border-collapse: collapse;\n    margin: 2rem 0;\n    font-family: Arial, sans-serif;\n    font-size: 0.93rem;\n  }\n  .cl-tabla thead tr {\n    background: #0d1f40;\n    color: #fff;\n    font-weight: 700;\n    font-size: 1rem;\n  }\n  .cl-tabla thead th {\n    padding: 0.85rem 1rem;\n    text-align: left;\n    border-right: 1px solid #2a3f6a;\n  }\n  .cl-tabla thead th:last-child {\n    border-right: none;\n  }\n  .cl-tabla tbody tr:nth-child(odd) {\n    background: #dce8f7;\n  }\n  .cl-tabla tbody tr:nth-child(even) {\n    background: #f0f5fb;\n  }\n  .cl-tabla tbody td {\n    padding: 0.75rem 1rem;\n    border-right: 1px solid #b8cce4;\n    vertical-align: top;\n  }\n  .cl-tabla tbody td:last-child {\n    border-right: none;\n  }\n  .cl-forras {\n    font-size: 0.82rem;\n    color: #777;\n    font-family: Arial, sans-serif;\n    margin-top: 3rem;\n    border-top: 1px solid #ddd;\n    padding-top: 1rem;\n  }\n<\/style>\n\n\n<h2>In the first leadership position, everyone gets a little lost, the question is for how long?<\/h2>\n\n<p>Amikor megkaptam az els\u0151 vezet\u0151i poz\u00edci\u00f3mat, azt hittem, erre v\u00e1rtam. Nem, ez nem igaz, tudtam, \u00e9s biztos voltam benne, hogy ezt v\u00e1rtam, \u00e9s v\u00e9gre...<\/p>\n<p>\n\u00c9veken \u00e1t dolgoztam kem\u00e9nyen, j\u00f3 eredm\u00e9nyeket hoztam, s\u0151t, nagyon j\u00f3kat! A csapatban mindenki kedvelt - legal\u00e1bbis ezt hittem. Az els\u0151 h\u00e9t ut\u00e1n r\u00e1j\u00f6ttem, hogy teljesen m\u00e1s dologra kell figyelnem, mint azel\u0151tt. A m\u00e1sodik h\u00f3nap v\u00e9g\u00e9n \u00e9szrevettem, hogy n\u00e9h\u00e1ny r\u00e9gi koll\u00e9ga m\u00e1sk\u00e9pp n\u00e9z r\u00e1m. Nem rosszindulat\u00faan, de m\u00e1sk\u00e9pp. A hatodik h\u00f3napban, egy k\u00fcl\u00f6n\u00f6sen neh\u00e9z h\u00e9ten, megk\u00e9rdeztem magamt\u00f3l: t\u00e9nyleg ezt akartam?<\/p>\n\n<p>This is not a unique story. In fact, I would say that almost everyone goes through something similar in the <strong>first management position<\/strong> in the first months of the year.<\/p>\n<p> According to research from the Center for Creative Leadership, 59% of newly appointed leaders cite one of the biggest challenges as suddenly turning their former colleague into a boss, while at the same time having to maintain human relationships. You have to gain authority while remaining a friend. This seems like a contradiction in terms, because it is partly a contradiction.<\/p>\n\n<p>\u00c9n m\u00e9g azt is hozz\u00e1tenn\u00e9m, hogy er\u0151sen keress\u00fck a hely\u00fcnket a \"kor\u00e1bbi\" vezet\u0151k k\u00f6z\u00f6tt is. Emellett igen er\u0151sen pr\u00f3b\u00e1lunk megfelelni \u00f6nmagunknak \u00e9s m\u00e1soknak. A munkat\u00e1rsainknak, a csapatunknak a vezet\u0151knek, (\u00e9s bizonyos esetekben ak\u00e1r a k\u00fclf\u00f6ldi vezet\u0151inknek is \u00e9s nem direkt vezet\u0151inknek is.)\n<\/p>\n<p>De att\u00f3l, hogy neh\u00e9z, m\u00e9g nem kellene elveszni benne. Csak senki sem mondja el el\u0151re, mi v\u00e1r r\u00e1d. Mi most elmondjuk. Ha \u00e9rdekel...<\/p>\n\n\n<h2>Why is it difficult for everyone to be a first-time manager?<\/h2>\n\n<p>Because you're being asked to do something you've never done before. It sounds simple, but the depth of it is a surprise to many. It's not a question of whether you're clever or whether you've done a good job so far. A first management position is a different genre altogether. It's like someone who has been an excellent footballer for years and then overnight is appointed coach. Handling the ball and teaching others to handle the ball are two completely different skills.<\/p>\n\n<p>R\u00e1ad\u00e1sul a v\u00e1ltoz\u00e1s nem csak benned zajlik. Megv\u00e1ltozik a k\u00f6rnyezeted is. A munkat\u00e1rsaid m\u00e1sk\u00e9pp viselkednek veled; ki \u00f3vatosabban, ki t\u00e1vols\u00e1gtart\u00f3bban, ki esetleg pr\u00f3b\u00e1lja tesztelni az \u00faj hat\u00e1rokat. A fels\u0151vezet\u0151k elv\u00e1r\u00e1sai is megv\u00e1ltoznak: m\u00e1r nem az a k\u00e9rd\u00e9s, mit csin\u00e1lsz te, hanem az, mit hoz a csapatod. A bar\u00e1tok \u00e9s az ismer\u0151s\u00f6k sem mindig \u00e9rtik, mi\u00e9rt stresszelsz, ha \"v\u00e9gre el\u0151l\u00e9pt\u00e9l.\" Ezzel az eg\u00e9sszel egy\u00fctt kell \u00e9lni - \u00e9s lehet\u0151leg j\u00f3l kell kezelni, mert ha nem, az el\u0151bb-ut\u00f3bb megl\u00e1tszik a csapaton, az eredm\u00e9nyeken, \u00e9s nem utols\u00f3 sorban rajtad!<\/p>\n\n<p>In a 2022 study, a Harvard Business Review survey of more than a thousand first-time or newly appointed executives found that <strong>burnout among first-level managers is nearly twice as likely as among their more experienced colleagues<\/strong> - \u00e9s ennek egyik f\u0151 oka az, hogy nem kapnak megfelel\u0151 t\u00e1mogat\u00e1st az \u00e1tmenet sor\u00e1n (Forr\u00e1s: Harvard Business Review, What First-Time Managers Can Do to Manage Burnout, 2022).<\/p>\n\n<p>This is not a weakness. It is a structural weakness.<\/p>\n\n\n<div class=\"cl-szemelyes\">\n  <div class=\"cl-cimke\">Personal experience<\/div>\n  <p>Ha akkor, az els\u0151 vezet\u0151i poz\u00edci\u00f3mban egy coach vagy mentor mell\u00e9m \u00e1llhatott volna - mert a f\u0151n\u00f6k\u00f6m is csak elv\u00e1rta, hogy tudjam a dolgomat...-, sok mindent m\u00e1sk\u00e9pp csin\u00e1ltam volna. Nem felt\u00e9tlen\u00fcl m\u00e1s d\u00f6nt\u00e9seket, hanem gyorsabban, kevesebb felesleges s\u00fallyal. Volt egy hasonl\u00f3an vezet\u0151i szinten (azonos szinten) l\u00e9v\u0151 munkat\u00e1rs, aki a saj\u00e1t olvasat\u00e1ban mindenki felett \u00e1llt - <a href=\"https:\/\/coachlab.hu\/en\/blog\/narcisztikus-vezeto-alatt-szellemi-egeszseg\/\" title=\"N\u00e1rcisztikus vezet\u0151 alatt: hogyan v\u00e9dd meg a szellemi eg\u00e9szs\u00e9gedet \u00e9s maradj professzion\u00e1lis\" target=\"_blank\" rel=\"noopener\">n\u00e1rcisztikus vezet\u0151<\/a> t\u00edpus, aki az eg\u00e9sz folyos\u00f3n elsz\u00edvta az oxig\u00e9nt m\u00e1sok el\u0151l. Nem volt a f\u0151n\u00f6k\u00f6m, de az \u00e9letemet keser\u0171v\u00e9 tudta tenni \u00e9s persze akt\u00edvan pr\u00f3b\u00e1lkozott is. Ha akkor valaki seg\u00edt meg\u00e9rteni, mi zajlik val\u00f3j\u00e1ban, \u00e9s hogyan kell ezt kezelni, biztosan nem ker\u00fcltem volna olyan k\u00f6zel a ki\u00e9g\u00e9shez, mint ahol voltam. A csapataimmal is m\u00e1sk\u00e9pp b\u00e1ntam volna az elej\u00e9n - kevesebb hib\u00e1val, kevesebb felesleges kanyarral. \u00cdgy sem s\u00fclt ki rossz bel\u0151le, de visszan\u00e9zve tiszt\u00e1n l\u00e1tom: a t\u00e1mogat\u00e1s ig\u00e9nybev\u00e9tele nem gyenges\u00e9g. A t\u00e1mogat\u00e1s t\u00e9r \u00e9s f\u0151k\u00e9nt id\u0151nyer\u00e9s.<\/p>\n<\/div>\n\n\n<h2>Mi v\u00e1ltozik meg az els\u0151 vezet\u0151i poz\u00edci\u00f3ban - \u00e9s amire senki sem k\u00e9sz\u00edt fel?<\/h2>\n\n<p>Transition is not an event. It's not the day you get a letter of recommendation, a promotion or find out you've been promoted. Transition is a process and usually takes months to really settle into a new equilibrium. Let's look at what you least expect:<\/p>\n\n<h3>Az identit\u00e1sod megv\u00e1ltozik - ak\u00e1r akarod, ak\u00e1r nem<\/h3>\n\n<p>Eddig az volt\u00e1l, aki j\u00f3l csin\u00e1lja a saj\u00e1t munk\u00e1j\u00e1t. Az els\u0151 vezet\u0151i poz\u00edci\u00f3ban az leszel, aki lehet\u0151v\u00e9 teszi, illetve lehet\u0151v\u00e9 teheti, hogy m\u00e1sok j\u00f3l csin\u00e1lj\u00e1k a saj\u00e1t munk\u00e1jukat. Ez egy alapvet\u0151 v\u00e1lt\u00e1s, \u00e9s sokan h\u00f3napokig pr\u00f3b\u00e1lnak egyszerre mindkett\u0151 lenni \u00e9s mindkett\u0151nek megfelelni. Saj\u00e1t maguk is elv\u00e9gzik a feladatokat, mik\u00f6zben egyre t\u00f6bb mindent kellene deleg\u00e1lniuk. Ez az egyik leggyakoribb csapda, amibe az <a href=\"https:\/\/coachlab.hu\/en\/blog\/kollegabol-fonok-tekintelyepites\/\" title=\"Koll\u00e9g\u00e1b\u00f3l vezet\u0151: Hogyan \u00e9p\u00edts tekint\u00e9lyt fiatal menedzserk\u00e9nt?\" target=\"_blank\" rel=\"noopener\">new leaders<\/a> esnek, \u00e9s egyben az egyik legbiztosabb \u00fat a ki\u00e9g\u00e9s fel\u00e9.<\/p>\n\n<h3>Old friendships and working relationships are transformed<\/h3>\n\n<p>Vannak, akik \u00f6r\u00fclnek az el\u0151l\u00e9ptet\u00e9sednek. Vannak, akik irigylik ezt. Vannak, akik nem tudj\u00e1k, hogyan viselkedjenek veled most, hogy te vagy a f\u0151n\u00f6k. Ez mind norm\u00e1lis, de senki sem mondja el el\u0151re, hogy mennyire fura lesz az az els\u0151 n\u00e9h\u00e1ny h\u00e9t, amikor ugyanazokkal az emberekkel \u00fclsz le eb\u00e9delni, akikkel tegnap m\u00e9g teljesen egyenrang\u00fa volt\u00e1l, ma meg te d\u00f6ntesz, t\u00f6bbek k\u00f6z\u00f6tt a fizet\u00e9semel\u00e9seikr\u0151l...<\/p>\n\n<h3>Megjelenik a mag\u00e1ny - n\u00e9ha v\u00e1ratlanul<\/h3>\n\n<p>Az els\u0151 vezet\u0151 illetve a fels\u0151 vezet\u0151k is sokszor a szervezet egyik legt\u00f6bb szempontb\u00f3l legelhagyatottabb emberei. Felfel\u00e9 nem mondhat el mindent, mert az nem illik. Lefel\u00e9 nem mondhat el mindent, mert az sem illik vagy \u00e9ppen az m\u00e9g nem oszthat\u00f3 meg... A r\u00e9gi bar\u00e1tokt\u00f3l kicsit elt\u00e1volodott. Egy HBR-kutat\u00e1s szerint az els\u0151 k\u00f6r\u00f6s vezet\u0151k 91 sz\u00e1zal\u00e9ka sz\u00e1molt be arr\u00f3l, hogy valamilyen szinten izol\u00e1ltan \u00e9rezte mag\u00e1t az \u00e1tmenet sor\u00e1n (Forr\u00e1s: Harvard Business Review, 2022). Ez a sz\u00e1m sokakat megd\u00f6bbent, pedig \u00e9rdemes komolyan venni.<\/p>\n\n<h3>Difficult people to work with! Upwards too, sideways too<\/h3>\n\n<p>Managing your team is one thing. But what can be a real surprise: managing people at your level or above. Narcissistic colleagues who are driven by their own self-interest; senior managers who expect something but don't always say exactly what; organisational policies that no one has written down anywhere, yet everyone knows about. Managing these situations well, without getting bogged down in them, is an independent skill that needs to be learned.<\/p>\n\n\n<h2>What do the numbers say?<\/h2>\n\n<p>It's not just personal experience behind it. The figures also show that the first management position is a structurally difficult transition, which is better made with preparation or support.<\/p>\n\n<p>According to research by Pragati Leadership <strong>nearly 50 percent of new managers are considered ineffective (I just thought of that, but maybe there is no such word :), maybe it's: not effective enough mainly because they have not received any training or support during the transition<\/strong> (Source: Pragati Leadership, Common Challenges Faced by First-Time Managers, 2025) This does not mean that these people are unfit for leadership. It means that they have been left alone in a situation they have never been in before.<\/p>\n\n<p>According to SHRM's (Society for Human Resource Management) 2024 survey, more than 51 percent of CHROs (Human Resource Managers) cite leadership and manager development as their top priority for 2025, indicating that companies are beginning to recognize that the first leader is not a finished product, but a process that needs to be supported (Source: SHRM CHRO Priorities and Perspectives Report, 2024).<\/p>\n\n\n<div class=\"cl-valos-eset\">\n  <div class=\"cl-cimke\">Val\u00f3s eset - persze anonim, mint mindig<\/div>\n  <p>Bence harminch\u00e9t \u00e9vesen kapta meg az els\u0151 komoly csapatvezet\u0151-poz\u00edci\u00f3j\u00e1t egy k\u00f6zepes m\u00e9ret\u0171 technol\u00f3giai v\u00e1llalatn\u00e1l. Kiv\u00e1l\u00f3 szakember volt, mindenki szerette, \u00e9s az el\u0151l\u00e9ptet\u00e9se meglepet\u00e9sk\u00e9nt \u00e9rte a csapatot - de pozit\u00edv meglepet\u00e9sk\u00e9nt. Az els\u0151 h\u00e1rom h\u00f3napban minden rendben ment. A negyedikt\u0151l kezdve azonban egyre t\u00f6bbet dolgozott, egyre kevesebbet aludt, \u00e9s egyre nehezebben kezelte az egyik csapattagj\u00e1t, akivel kor\u00e1bban j\u00f3 bar\u00e1ts\u00e1gban volt, de az \u00faj helyzet kett\u0151j\u00fck viszony\u00e1t megterhelni l\u00e1tszott.<\/p>\n  <p>Amikor coaching-folyamatba kezdett a CoachLab-n\u00e9l, az els\u0151 \u00fcl\u00e9s v\u00e9g\u00e9n Bence azt mondta: \"Azt hittem, az a probl\u00e9m\u00e1m, hogy rossz vezet\u0151 vagyok. Most l\u00e1tom, hogy nem. Az a probl\u00e9m\u00e1m, hogy senki sem mondta el nekem, mi fog t\u00f6rt\u00e9nni, \u00e9s hogy ez norm\u00e1lis.\" Tizenk\u00e9t \u00fcl\u00e9ssel k\u00e9s\u0151bb Bence csapata az egyik legjobb teljes\u00edtm\u00e9nyt hozta a v\u00e1llalatn\u00e1l, \u00e9s \u0151 maga is visszaker\u00fclt abba az \u00e1llapotba, amelyben \u00e9jjel is el tudott aludni.<\/p>\n<\/div>\n\n\n<h2>What can a coach do to help you in your first management position?<\/h2>\n\n<p>Sokan azt gondolj\u00e1k, hogy coaching akkor kell, ha valami \"elromlott.\" Ha valaki elakadt, ha nem mennek a dolgok, ha valami probl\u00e9ma van. Ez az egyik legnagyobb t\u00e9vhit a szakm\u00e1ban. A coaching nem t\u00fcneti kezel\u00e9s. A legjobb id\u0151pont coachhoz fordulni az, amikor m\u00e9g nincs nagy baj, mert akkor van a legt\u00f6bb mozg\u00e1st\u00e9r. (\u00c9s ma is egy potenci\u00e1lis \u00fcgyfel\u00fcnk \u00e9ppen erre vil\u00e1g\u00edtott r\u00e1: \"Nekem nincs probl\u00e9m\u00e1m, t\u00f6k j\u00f3l \u00e9rzem magam abban a feladatban amiben vagyok... 'csak' fejl\u0151dni akarok \u00e9s \u00fagy \u00e9rzem ennek most van itt az ideje...\"<\/p>\n\n<p>In your first leadership position, a good coach will help you to:<\/p>\n\n<ul>\n  <li>Find your identity for your new role more quickly without giving up who you were.<\/li>\n  <li>Megtanulj deleg\u00e1lni - val\u00f3ban deleg\u00e1lni, nem csak sz\u00f3ban.<\/li>\n<li>Know how to say NO if you have to and know how to do it properly.<\/li>\n  <li>Felismerd \u00e9s kezeld a neh\u00e9z szem\u00e9lyis\u00e9geket a csapatodban \u00e9s a szervezetben - legyenek azok beosztottak, koll\u00e9g\u00e1k vagy fels\u0151vezet\u0151k.<\/li>\n<li> Enjoy what you do and have fun doing it.<\/li>\n  <li>Megel\u0151zd a ki\u00e9g\u00e9st - m\u00e9g miel\u0151tt el\u00e9rn\u00e9 azt a szintet, ahol m\u00e1r neh\u00e9z visszafordulni.<\/li>\n  <li>Gyorsabban el\u00e9rd a c\u00e9ljaidat - mert tiszt\u00e1bban l\u00e1tod, mi az, ami val\u00f3ban sz\u00e1m\u00edt.<\/li>\n<\/ul>\n\n<p>This is not magic. It's a structured process where someone helps you think through situations that are much harder to see through on your own, in a consistent and non-judgmental way.<\/p>\n\n\n<div class=\"cl-cta-sor\">\n  <a class=\"cl-cta-gomb\" href=\"#kapcsolat\">Ask us about the first step!<\/a>\n<\/div>\n\n\n<h2>Burnout: what the first driver doesn't realise in time<\/h2>\n\n<p>A ki\u00e9g\u00e9s nem egyik napr\u00f3l a m\u00e1sikra j\u00f6n. Lassan \u00e9p\u00fcl fel, apr\u00f3 jelekb\u0151l, amiket az ember eleinte f\u00e9lres\u00f6p\u00f6r: \"csak egy neh\u00e9z h\u00e9t volt,\" \"majd jobb lesz, ha t\u00fal vagyok ezen a projekten,\" \"ez az \u00e1tmenet r\u00e9sze.\" Azt\u00e1n egy ponton r\u00e1j\u00f6ssz, hogy m\u00e1r hetek \u00f3ta nem \u00e9rzed azt a lend\u00fcletet, amit kor\u00e1bban. Hogy reggel nem sz\u00edvesen m\u00e9sz be. Hogy az a csapat, amely miatt annyira \u00f6r\u00fclt\u00e9l az el\u0151l\u00e9ptet\u00e9snek, m\u00e1ra ink\u00e1bb tehernek t\u0171nik.<\/p>\n\n<p>According to Harvard Business Review, more than half of managers experience burnout, and the rate is even higher for first-round managers (Source: Harvard Business Review, More Than 50% of Managers Feel Burned Out, 2023). More importantly, research shows that manager burnout has a direct impact on the team. A manager who is burned out is almost certain to burn out people around him or her.<\/p>\n\n<p>That's why it's not a luxury to ask for support in your first management position. It is an investment! It is an investment in yourself and in a more successful, better, more beautiful, more satisfied you and your future. <\/p>\n\n\n<blockquote class=\"cl-kiemelt-idezet\">\n  \"A vezet\u00e9s nem arr\u00f3l sz\u00f3l, hogy te ir\u00e1ny\u00edtod az embereket. Arr\u00f3l sz\u00f3l, hogy gondoskodsz azokr\u00f3l, akiket ir\u00e1ny\u00edtasz.\"\n  <cite>- Simon Sinek, Leaders Eat Last<\/cite>\n<\/blockquote>\n\n<p>Csakhogy ahhoz, hogy m\u00e1sokr\u00f3l gondoskodj, el\u0151bb magadr\u00f3l kell gondoskodnod. Ezt a frissen kinevezett, vagy els\u0151 vezet\u0151k ritk\u00e1n l\u00e1tja meg, hallja - \u00e9s m\u00e9g ritk\u00e1bban hiszi el.<\/p>\n\n\n<h2>Coaching in your first management position: what to expect?<\/h2>\n\n<p>Ha m\u00e9g sohasem dolgozt\u00e1l coachcsal, \u00e9rdemes tudni, mire sz\u00e1m\u00edthatsz. A coaching nem tan\u00e1csad\u00e1s (b\u00e1r az \u00fcgyf\u00e9l k\u00e9r\u00e9se \u00e9s a coach beleegyez\u00e9se alapj\u00e1n lehet az is) a coach nem mondja meg, mit csin\u00e1lj. Nem is ter\u00e1pia a caoching, nem a m\u00faltadat bogozz\u00e1tok. Az executive coaching, azon bel\u00fcl is a vezet\u0151-fejleszt\u00e9si coaching, arra f\u00f3kusz\u00e1l, ahol most vagy, \u00e9s arra, ahova el szeretn\u00e9l jutni. K\u00f6zben seg\u00edt felismerni azokat a mint\u00e1kat -- gondolkod\u00e1sban, viselked\u00e9sben, reakci\u00f3kban -, amelyek esetleg lass\u00edtanak vagy visszatartanak.<\/p>\n\n<p>A typical coaching process is <strong>first management position<\/strong> usually runs between six and twelve sessions; and some are ongoing, i.e. not just occasional. In between sessions there is time to try things out in real life, and then look back at what worked and what didn't at the next session. It's not a theoretical process, but a very practical one.<\/p>\n\n<p>If you are interested in prices and details of packages, please contact <a href=\"https:\/\/coachlab.hu\/en\/coaching-prices\/\" target=\"_blank\" rel=\"noopener\">CoachLab coaching prices page<\/a> \u00e1tl\u00e1that\u00f3 t\u00e1j\u00e9koztat\u00f3t tal\u00e1lsz - k\u00fcl\u00f6n az <a href=\"https:\/\/coachlab.hu\/en\/executive-coaching\/\" target=\"_blank\" rel=\"noopener\">executive coaching<\/a> and separately for <a href=\"https:\/\/coachlab.hu\/en\/career-coaching\/\" target=\"_blank\" rel=\"noopener\">career coaching<\/a> in relation to.<\/p>\n\n\n<h2>What should you look at together, with help, what should you look out for in your first management position\/task?<\/h2>\n\n<table class=\"cl-tabla\">\n  <thead>\n    <tr>\n      <th>Territory<\/th>\n      <th>Typical challenges in the first months<\/th>\n      <th>What coaching can help<\/th>\n    <\/tr>\n  <\/thead>\n  <tbody>\n    <tr>\n      <td><strong>Role reversal<\/strong><\/td>\n      <td>He wants to work and drive at the same time<\/td>\n      <td>Consciously building the new role, delegation<\/td>\n    <\/tr>\n    <tr>\n      <td><strong>Contacts<\/strong><\/td>\n      <td>The old colleague-colleague relationship has changed<\/td>\n      <td>Balancing boundaries and credibility<\/td>\n    <\/tr>\n    <tr>\n      <td><strong>Team management<\/strong><\/td>\n      <td>Not knowing how to motivate, give feedback<\/td>\n      <td>Leadership style, communication<\/td>\n    <\/tr>\n    <tr>\n      <td><strong>Difficult people<\/strong><\/td>\n      <td>Narcissistic colleagues, difficult senior managers<\/td>\n      <td>Strategies to manage them, self-defence<\/td>\n    <\/tr>\n    <tr>\n      <td><strong>Burnout prevention<\/strong><\/td>\n      <td>Taking on too much, can't switch off<\/td>\n      <td>Priorities, limits, refilling habits<\/td>\n    <\/tr>\n    <tr>\n      <td><strong>Objectives and results<\/strong><\/td>\n      <td>Not clear what to focus on<\/td>\n      <td>Clarifying targets, measuring progress<\/td>\n    <\/tr>\n  <\/tbody>\n<\/table>\n\n\n<h2>So: is it worth asking for support in your first management position?<\/h2>\n\n<p>Yes. Definitely yes. Not because you are weak, but because you are smart! Because you recognize that you are going through something you have never been through before and you have the opportunity to not do it alone. Even the best athletes need coaches alongside them, not because they can't play football, but because the game looks different from the outside.<\/p>\n\n<p>If the <strong>in a first management position<\/strong> had someone been there to help, not to tell you the answers, but to help you find them, a lot of things would have been different. Not necessarily in different directions, but easier, faster, with fewer unnecessary detours and avoidable pitfalls. Not everyone has to experience this first hand. There is another way.<\/p>\n\n<p>If you are in the <strong>in your first management position<\/strong> or are about to be, check out the <a href=\"https:\/\/coachlab.hu\/en\/\" target=\"_blank\" rel=\"noopener\">CoachLab Coaching Services<\/a> pages or blog articles. If you're thinking about a combination of mentor and coach at company level, the <a href=\"https:\/\/coachbp.hu\" target=\"_blank\" rel=\"noopener\">CoachBp<\/a> a senior executive coaching approach may also be a worthwhile option. Read more <a href=\"https:\/\/coachlab.hu\/en\/blog\/\" target=\"_blank\" rel=\"noopener\">On the CoachLab blog<\/a>, vagy \u00edrj nek\u00fcnk k\u00f6zvetlen\u00fcl - az els\u0151 l\u00e9p\u00e9s nem k\u00f6telezetts\u00e9gv\u00e1llal\u00e1s, csak egy gondolatind\u00edt\u00e1s.<\/p>\n\n\n<div class=\"cl-cta-sor\">\n  <a class=\"cl-cta-gomb\" href=\"#email\">\u00cdrj nek\u00fcnk - az els\u0151 l\u00e9p\u00e9s csak egy \u00fczenet!<\/a>\n<\/div>\n\n\n<div itemscope itemtype=\"https:\/\/schema.org\/FAQPage\">\n\n  <h2>Frequently asked questions<\/h2>\n\n  <div itemscope itemprop=\"mainEntity\" itemtype=\"https:\/\/schema.org\/Question\">\n    <h3 itemprop=\"name\">Why is it so difficult to become a first manager?<\/h3>\n    <div itemscope itemprop=\"acceptedAnswer\" itemtype=\"https:\/\/schema.org\/Answer\">\n      <div itemprop=\"text\">\n        <p>Mert olyan szerepre k\u00e9rnek fel, amiben m\u00e9g sohasem volt\u00e1l, nem volt benne r\u00e9szed, tapasztalatod, gyakorlatod kor\u00e1bban. Az els\u0151 vezet\u0151i poz\u00edci\u00f3 nem az eddigi munk\u00e1d folytat\u00e1sa magasabb szinten, hanem egy teljesen m\u00e1s m\u0171faj. Megv\u00e1ltoznak a kapcsolataid a koll\u00e9g\u00e1iddal, megv\u00e1ltoznak az elv\u00e1r\u00e1sok fel\u00e9d, \u00e9s megv\u00e1ltozik az, ahogyan a szervezet l\u00e1t t\u00e9ged. A Center for Creative Leadership kutat\u00e1sa szerint az \u00faj vezet\u0151k 59 sz\u00e1zal\u00e9ka az egyik legnagyobb kih\u00edv\u00e1snak \u00e9ppen ezt a szerepv\u00e1lt\u00e1st nevezi. Ez norm\u00e1lis - \u00e9s kezelhet\u0151, ha tudod, mire sz\u00e1m\u00edts.<\/p>\n      <\/div>\n    <\/div>\n  <\/div>\n\n  <div itemscope itemprop=\"mainEntity\" itemtype=\"https:\/\/schema.org\/Question\">\n    <h3 itemprop=\"name\">When should you consult a coach for your first management position?<\/h3>\n    <div itemscope itemprop=\"acceptedAnswer\" itemtype=\"https:\/\/schema.org\/Answer\">\n      <div itemprop=\"text\">\n        <p>The best time: as early as possible. Not when you're already in trouble, but when you still have room for improvement. The first six months are the period when leadership habits, patterns and attitudes are formed most quickly, for good and bad. A coaching or mentoring process during this period is the most effective investment you can make in your own future.<\/p>\n      <\/div>\n    <\/div>\n  <\/div>\n\n  <div itemscope itemprop=\"mainEntity\" itemtype=\"https:\/\/schema.org\/Question\">\n    <h3 itemprop=\"name\">How can a coach help prevent burnout in the first driver?<\/h3>\n    <div itemscope itemprop=\"acceptedAnswer\" itemtype=\"https:\/\/schema.org\/Answer\">\n      <div itemprop=\"text\">\n        <p>A ki\u00e9g\u00e9s \u00e1ltal\u00e1ban nem egyik napr\u00f3l a m\u00e1sikra j\u00f6n, s lassan \u00e9p\u00fcl fel, \u00e9s az els\u0151 jelek sokszor fel sem t\u0171nnek. Egy j\u00f3 coach seg\u00edt id\u0151ben felismerni ezeket a jeleket, pontos\u00edtani a priorit\u00e1sokat, megtanulni deleg\u00e1lni, \u00e9s kialak\u00edtani azt a napi rutint, amely hossz\u00fa t\u00e1von is fenntarthat\u00f3. A Harvard Business Review kutat\u00e1sa szerint a menedzserek t\u00f6bb mint fele k\u00fczd ki\u00e9g\u00e9ssel - de ez nem elker\u00fclhetetlen, ha id\u0151ben \u00e9rkezik a megfelel\u0151 t\u00e1mogat\u00e1s.<\/p>\n      <\/div>\n    <\/div>\n  <\/div>\n\n  <div itemscope itemprop=\"mainEntity\" itemtype=\"https:\/\/schema.org\/Question\">\n    <h3 itemprop=\"name\">What is the difference between coaching and mentoring for the first leader?<\/h3>\n    <div itemscope itemprop=\"acceptedAnswer\" itemtype=\"https:\/\/schema.org\/Answer\">\n      <div itemprop=\"text\">\n        <p>A mentor \u00e1ltal\u00e1ban saj\u00e1t tapasztalatb\u00f3l ad tan\u00e1csot, megmutatja, \u0151 hogyan csin\u00e1lta. A coach ezzel szemben nem ad tan\u00e1csot, hanem k\u00e9rd\u00e9sekkel, strukt\u00far\u00e1val \u00e9s visszajelz\u00e9ssel seg\u00edt abban, hogy te magad tal\u00e1ld meg a saj\u00e1t megold\u00e1saidat. A k\u00e9t megk\u00f6zel\u00edt\u00e9s j\u00f3l kieg\u00e9sz\u00edti egym\u00e1st - sok v\u00e1llalatn\u00e1l mindkett\u0151 r\u00e9sz\u00e9t k\u00e9pezi az els\u0151 vezet\u0151 fejleszt\u00e9si programj\u00e1nak.<\/p>\n      <\/div>\n    <\/div>\n  <\/div>\n\n  <div itemscope itemprop=\"mainEntity\" itemtype=\"https:\/\/schema.org\/Question\">\n    <h3 itemprop=\"name\">How much does coaching for your first management position cost?<\/h3>\n    <div itemscope itemprop=\"acceptedAnswer\" itemtype=\"https:\/\/schema.org\/Answer\">\n      <div itemprop=\"text\">\n        <p>Prices depend on the coach's experience, the length of the process and whether the assignment is for an individual or a company. For detailed information, please see <a href=\"https:\/\/coachlab.hu\/en\/coaching-prices\/\" target=\"_blank\" rel=\"noopener\">CoachLab coaching prices page<\/a>. What's worth bearing in mind: according to Pragati Leadership, nearly half of new leaders are judged ineffective without adequate support - so the coaching investment pays off not only for the individual but also for the organisation.<\/p>\n      <\/div>\n    <\/div>\n  <\/div>\n\n<\/div>\n\n\n<p class=\"cl-forras\">Forr\u00e1s: Center for Creative Leadership \u2013 Understanding the Leadership Challenges of First-Time Managers | Harvard Business Review - What First-Time Managers Can Do to Manage Burnout, 2022 | Harvard Business Review - More Than 50% of Managers Feel Burned Out, 2023 | SHRM CHRO Priorities and Perspectives Report, 2024 | Pragati Leadership - Common Challenges Faced by First-Time Managers, 2025<\/p>\n\n\n\n<figure class=\"wp-block-image aligncenter size-full is-resized\"><img decoding=\"async\" width=\"640\" height=\"427\" src=\"https:\/\/coachlab.hu\/wp-content\/uploads\/10-lepes-a-hatekony-eletut-fejleszteshez-life-coach-segitseggel-live-1003646_640-1.webp\" alt=\"In the first leadership position, everyone gets a little lost. The question is how long\" class=\"wp-image-261576\" style=\"width:640px;height:auto\" srcset=\"https:\/\/coachlab.hu\/wp-content\/uploads\/10-lepes-a-hatekony-eletut-fejleszteshez-life-coach-segitseggel-live-1003646_640-1.webp 640w, https:\/\/coachlab.hu\/wp-content\/uploads\/10-lepes-a-hatekony-eletut-fejleszteshez-life-coach-segitseggel-live-1003646_640-1-480x320.webp 480w\" sizes=\"(min-width: 0px) and (max-width: 480px) 480px, (min-width: 481px) 640px, 100vw\" \/><figcaption class=\"wp-element-caption\">Coaching \u00faj vezet\u0151knek: az els\u0151 90 nap, amikor a legt\u00f6bbet sz\u00e1m\u00edt a j\u00f3 rutin - Az els\u0151 vezet\u0151i poz\u00edci\u00f3ban mindenki elv\u00e9sz egy kicsit. A k\u00e9rd\u00e9s csak az, mennyi id\u0151re<\/figcaption><\/figure>\n<span class=\"et_bloom_bottom_trigger\"><\/span>","protected":false},"excerpt":{"rendered":"<p>You know the most common thing new managers say in the first six months? \u201eI didn't think it would be this hard.\u201d Of course they didn't. No one told them in advance. We're telling you now.<\/p>","protected":false},"author":1,"featured_media":15768143,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-15768140","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-coaching"],"_links":{"self":[{"href":"https:\/\/coachlab.hu\/en\/wp-json\/wp\/v2\/posts\/15768140","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/coachlab.hu\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/coachlab.hu\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/coachlab.hu\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/coachlab.hu\/en\/wp-json\/wp\/v2\/comments?post=15768140"}],"version-history":[{"count":13,"href":"https:\/\/coachlab.hu\/en\/wp-json\/wp\/v2\/posts\/15768140\/revisions"}],"predecessor-version":[{"id":15769246,"href":"https:\/\/coachlab.hu\/en\/wp-json\/wp\/v2\/posts\/15768140\/revisions\/15769246"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/coachlab.hu\/en\/wp-json\/wp\/v2\/media\/15768143"}],"wp:attachment":[{"href":"https:\/\/coachlab.hu\/en\/wp-json\/wp\/v2\/media?parent=15768140"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/coachlab.hu\/en\/wp-json\/wp\/v2\/categories?post=15768140"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/coachlab.hu\/en\/wp-json\/wp\/v2\/tags?post=15768140"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}