Supporting Managers to Lead with Confidence Through Parental Transitions

Our client, a global financial institution with thousands of employees across multiple regions, understands that building an inclusive workplace means supporting people through the moments that shape their lives and careers.

While policies and benefits provide the structure, the real experience of parental transition is often shaped by the conversations employees have with their line manager — about workload, flexibility, career progression and returning to work with confidence.

Recognising the pivotal role managers play, the organisation sought to strengthen managers’ confidence and capability to support employees before, during and after parental leave.

The Business Case

Ranked among the world’s leading banks with a global presence, our client has a strong commitment to diversity and inclusion. Creating a culture where employees can bring their best to work and succeed together is a core priority.

Our partnership began in 2010 with the aim of supporting employees through parental transition and return to work.

Over time, it became clear that while parents were benefiting from coaching support, managers themselves also needed guidance, clarity and confidence to support their teams effectively during this period.

The organisation’s HR Benchmarking exercise highlighted several priorities:

  • Support managers before, during and after parental leave
  • Ensure managers in overseas or remote locations felt equally equipped
  • Prevent employees from feeling isolated or left behind during their parental journey
  • Create a workplace where careers continue to progress while raising a family
  • Build a consistently inclusive and supportive culture across the organisation

Feedback at an organisational level also highlighted the need to continue addressing workload pressures while maintaining a flexible culture.

The Solution

Building on a long-standing partnership, the programme evolved to include one to one coaching for managers.

The aim was to help managers feel confident supporting employees throughout the parental transition journey — from the first conversation about leave through to a successful return to work. The organisation recognised that line managers play a critical role in translating policy into meaningful day-to-day support. For this reason, coaching sessions for managers were mandated across the organisation, ensuring every manager had the opportunity to build the confidence and practical skills needed to support their team member during this important transition.

Each manager is offered two structured 30-minute coaching sessions aligned to key points in the parental journey:

  • Session 1 (before parental leave)
    Discussing health and wellbeing, preparing for the transition, keeping in touch conversations, managing workload and supporting a smooth handover.
  • Session 2 (before the employee returns to work or within the first couple of weeks)
    Preparing for reintegration, discussing health and wellbeing, what changes have taken place, flexibility, rebuilding confidence and supporting a successful return.

These focused sessions give managers practical guidance at the moments when their support matters most.

The Results – A Family-Friendly Culture in Action

Impact on Managers

Feedback from participating managers highlighted a number of positive outcomes:

  • 100% agreed that the coaching helped them feel more confident having conversations with their team member about parental transition
  • 100% agreed that it helped them consider how to tailor their leadership approach to their team member’s individual needs
  • 100% agreed that it increased their understanding of the needs of expectant and returning parents
  • 100% agreed that it helped them become a more supportive and flexible manager

One manager shared:

“The session was well planned and the scenarios my coach shared were really helpful. The information reaffirmed many of my own thoughts and actions, and I will definitely take on the ideas for keeping in touch.”

Another reflected: “As a new line manager this was extremely useful. I’m going to sit down and be led rather than making assumptions and ensure key conversations such as performance reviews happen before maternity leave.”

A further participant commented: “I have managed expectant and returning mothers before, but talking to my coach gave me more direction. He was knowledgeable, approachable and easy to get along with.”

Organisational Impact

At an organisational level, the programme contributed to:

  • Greater consistency in how managers support parental transition
  • Stronger alignment between policy and day-to-day experience
  • Increased awareness of available support and benefits
  • Reinforcement of a flexible and inclusive culture

Feedback also highlighted the importance of continuing to address workload pressures alongside flexibility to ensure the culture remains sustainable.

The overall ambition remains clear: To build a workplace where employees feel supported, valued and able to thrive at every stage of their lives and careers.

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