Setting Emerging Leaders Up for Success: A Win Win Proposition
As a former teacher and mother of two twenty something young adults, I’ve developed a soft spot for those making their way in the world. I find myself championing those seizing the opportunity to go from a high performer on the front lines to supervisors and managers. In other words, venturing into leadership. Maybe my own journey learning to work well with others has contributed, having had its own bumps and lessons which continue today. Recently, I “managed” a house renovation and found myself sharpening leadership skills of managing expectations!
Working with many experienced leaders, I hear over and over again about how their lessons came from being “thrown into the fire”. Some were lucky enough to have mentors help them navigate new waters. All agree that if they had had some type of support and training around the “people” aspect of leading, it would have been much less stressful and more successful.
Talking with many young (and not so young) people transitioning to supervisor or manager roles, I’m shocked at how many are still being thrown into that same fiery pit. They are being rewarded for their high performance with a promotion and are given training on their new managerial responsibilities, but little attention is given to developing their leadership responsibilities. The result is feeling overwhelmed, frustrated and somewhat betrayed.
New supervisors and managers need leadership development as part of their transition rather than a response to being burned in the fire. Some companies may avoid this fact because it is seen as a cost of time and money. A more realistic view is that it is an investment. Here’s some of the returns on this investment (ROI’s) that speak most strongly to my championship:
Accelerated Results
Confidence is the number one asset that a new leader brings to a role and it’s the first to go out the window when faced with people problems. It’s a rude awakening when leaders find that not all on the team are as motivated as they are, especially when some of them are close friends!
I’ve found that starting with self awareness about one’s own style and leadership assets allows leaders to build an authentic leadership presence. There’s a lot of people skills that will have to develop over time because it just takes practice, but being rooted in one’s own strengths and opportunities gives the confidence to assume the role quickly and begin getting results.
Alignment
It’s hard not to make everything about ourselves when walking into the unknown. When new leaders are driven by a strong set of company values towards achieving a clear mission, they drop the “all about me” ball and chain. Intentionally creating opportunity to explore this alignment is necessary.
This is a win not only for the leaders, but the overall business because it strengthens a healthy culture. Mission, vision and values need to be more than words on a wall, they need to be revisited, addressed and incorporated as much as possible. Healthy cultures lead to high retention, attracting quality talent, and opportunities for internal promotion.
Building Trust
It’s no secret that today’s workforce is after more than just money and job security. We want to know we are appreciated, valued and heard. In other words, we want to know that our company’s intentions are for our well being as well as the success of the company.
Investing and supporting our new leaders demonstrates companies value what they bring to the table. It also sends the message that growth and development are part of the culture, especially when higher leadership takes an active role in developing new leaders. The reward to all involved is an intrinsic sense of purpose that goes beyond a dollar sign.
Personally, the biggest benefit I have experienced is the sincere gratitude new leaders have once given this support. It’s amazing to watch what they accomplish with some tools to utilize in their tool belt. Also, with the knowledge that leadership is an ever evolving journey, a growth mindset is established and they continue to learn and practice.
Venture Inward (Reflection)
How did you go about acquiring leadership skills and how would you describe your experiences?
What wisdom and experiences do you have that could benefit another?
What challenges are you noticing while observing the progress of your new leaders?
How would incorporating leadership development proactively impact your current culture?
Excel Forward (Action)
Establish critical leadership competencies in conjunction with your mission, vision and values.
Review current supervisor/manager training and revise to include “people” as well as “task” skills.
Incorporate mentor/coach relationships between new and existing leadership.
Explore outside leadership development to either send new leaders to or provide in house.
If you are curious about incorporating more support for your emerging leadership, let’s connect. I help small businesses and teams evaluate their current state, establish desired future states, and map out the road along the way. I offer workshops specifically designed for meeting the needs of emerging leaders.
Look forward to connecting.