Parental leave isn’t just a big deal for the parent-to-be. There are three groups impacted by the announcement of a parental leave: the employee, the manager and the team left behind. While most resources focus on the parent taking leave, managers need support, too. That’s why Parento teamed up with LUMO to create a comprehensive guide with five essential coaching skills for managers to support employees through parental leave, all while keeping the team running smoothly.
LUMO is a coaching and leadership development organization dedicated to helping managers and teams grow through practical, human-centered strategies. Together, we’re helping organizations transform what could be a challenging transition into an opportunity for growth, development, and stronger team dynamics. Our partnership ensures that managers have access to both the strategic frameworks and practical tools needed to support their employees through every stage of the parental leave journey.
The announcement of parental leave is a love ‘em or leave ‘em moment. So to help manage parental leave announcements and transitions, here are five coaching skills that can transform those sometimes-awkward parental leave conversations into meaningful, supportive dialogues. Ready to take your leadership to the next level? Read on for the highlights, then download the guide for deeper insights and practical tips.
Before you jump into policy checklists and project plans, focus on how you “show up.” Building a genuine rapport is your secret weapon to making employees feel safe discussing their hopes, concerns, and excitement about leave. A simple check-in or a moment of pure presence can build trust that carries your team through big transitions.
We’re all meaning-making machines. When you hear “I’m taking parental leave,” your mind might immediately race to deadlines, coverage plans, or past experiences. Recognize these thoughts as stories rather than facts. By separating what’s actually happening from what you’re telling yourself, you’ll see fresh opportunities for creative solutions—and avoid unnecessary stress.
Sure, you’ve handled leaves before. But have you truly heard what your team member needs? Active listening means giving them your full attention and leaving space for them to share their feelings, hopes, and questions. You don’t need all the answers right away—just the willingness to listen deeply and understand what’s at stake.
Once you’ve listened, ask questions that unlock new perspectives. Forget the “Are you sure you’ll be okay with your workload?” approach—go deeper with “What would make you feel most supported during this transition?” These open-ended questions help you and your employee co-create a workable plan that addresses both their needs and the team’s goals.
Even if you’ve never experienced parental leave yourself, you know what it’s like to face a major life change. Lean into that common ground. Empathy doesn’t mean fixing everything; it means acknowledging your team member’s feelings and showing that you care about their unique journey. That human touch builds loyalty and trust like nothing else.
These five skills are just the starting point. In the full guide, you’ll find practical exercises, conversation prompts, and real-world examples designed to help managers navigate parental leave with confidence and care. Because yes, parental leave can be a demanding transition, but it can also be an opportunity for growth, better team dynamics, and a culture of genuine support. Let’s make that happen—together. Download the Complete Guide and give yourself (and your team) the advantage of these coaching superpowers. After all, managers need love too!
