Invest in New Leaders w/ Skills Training
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Setting new leaders up for success.
Promoting or hiring someone into a leadership role is a major moment. It’s an investment in the person, the team, and the organization. To make that investment pay off, new leaders need real support. Skills and tools don’t magically appear the moment someone gets a title. They have to be gained through development and practice.
Here are some simple ideas to help organizations build a simple, reliable approach for developing brand new leaders.
Make leadership training an automatic step.
Every organization, no matter the size or industry, should have a built-in triggering event: once someone becomes a leader, they are immediately provided with key training and resources. Don’t have this be optional or inconsistent, it should be a standard part of the process every time.
“Skills that make someone great on their own are not the same skills required to lead others.”
Too often, companies elevate a strong individual contributor and assume they will automatically excel as a manager. Unfortunately that is not always the case. Skills that make someone great on their own are not the same skills required to lead others. Without some development and preparation, even the most talented employee can massively struggle in a leadership role.
Give leaders the essentials early.
Some people come in with natural strengths, but many have never received any kind of formal leadership training. Companies have to be proactive about investing in their leaders to set them up for success. Offer practical, focused development to equip them to be effective in their role and build confidence right away.
“Being on a team with a weak or ineffective leader is like riding shotgun on the struggle bus with no seat belt — it sucks.”
Yes, it is a huge benefit the the leader but also remember that it’s a huge benefit to the team. Being on a team with a weak or ineffective leader is like riding shotgun on the struggle bus with no seat belt — it sucks.
Here are few core skills and competencies that stand out:
Giving/Receiving Feedback, and Coaching
Leaders need to know how to deliver feedback and coaching clearly and effectively, and how to receive feedback without defensiveness. This is foundational to developing their team and building trust.
Navigating Conflict
Conflict is normal and ever-present. Leaders must be equipped to address issues early, keep conversations constructive and help people find resolution and move forward.
Leading Through Change
Change is constant. Leaders need tools to communicate clearly, manage reactions and guide teams through uncertainty.
Setting Goals & Communicating Expectations
Guiding their team to set and track goals, and being able to clearly communicate expectations is something leaders need in their tool belts. Delegating responsibilities also falls in this category.
Facilitating Effective Meetings
Meetings are where leaders set priorities, clarify next steps and shape team culture. Strong facilitation skills help teams stay aligned and productive.
Setting Professional Boundaries
New managers can struggle with the shift from peer to leader. Clear conversations about workplace boundaries help them build healthy, professional relationships with their teams.
Focus on the traits that truly matter.
Leadership effectiveness is rooted in a specific set of competencies. Self-awareness, emotional intelligence and strong communication skills are essential. These traits help leaders work with different personalities, understand team needs and build a culture of trust.
Even if you promote people who already show some of these strengths, it’s still important to reinforce them. Training helps them apply those strengths in real-world leadership situations.
“Organizations that develop leaders intentionally see better performance, stronger engagement, higher retention, and healthier teams.”
Invest early, support often.
Organizations that develop leaders intentionally see better performance, stronger engagement, higher retention, and healthier teams.
This kind of development also doesn’t require a huge program or months of coursework. It starts with a simple commitment: when someone becomes a leader, they get the support, skills, and tools they need to succeed. There are SO many resources out there to tap into and many of them free (like the #culturedrop).
Leadership isn’t automatic. It works when organizations make development part of the process, not an afterthought.
Related Blogs:
5 Traits of an Absolutely Phenomenal Leader
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This article was created by Galen Emanuele for the #culturedrop. Free leadership and team culture content in less than 5 minutes a week. Check out the rest of this month's content and subscribe to the Culture Drop at https://bit.ly/culturedrop
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