Talented professionals and aspiring leaders transitioning into a leadership role face many challenges. Progressing from being a manager to becoming a leader requires more than a change of title – leading, influencing & developing others are just some of the key steps to becoming a leader.
Look at yourself – do you consider yourself a rising star? You’re smart and successful. People are taking notice of how good you are in your job as a professional but you want more and you world is about to be disrupted as you are selected as an emerging leader for promotion into management. For people in your situation—new or recently promoted managers—this is a problem. Many of you feel unprepared and out of your depth and element. You might even be a bit apprehensive and that is understandable.
Like so many who have ‘management’ thrust upon them, you are entering new and unfamiliar territory. How you handle this often challenging transition to managing people will affect not only your future and career, but your organisation’s, as well. According to the Gartner Group, people don’t leave their organisations, they leave their managers. Suddenly … that’s you as you take on your new role.
As a front-line manager, your actions have a direct impact on your team members’ level of engagement, productivity, and job satisfaction and impact on your immediate manager. Taking this all in can be difficult without being prepared with appropriate skills and tools and recognising just what your own abilities are. Many find that when thrust into new roles that they have talents they did not know they had and coaching can reveal this. Few companies provide the leadership training you need to take on this role. You can be trained in leadership.
The key to good leadership is about employing key skills and behaviours on a consistent basis, and these skills and behaviours can be learned. It is just ensuring that you get the right skills and tools to help you. To get the right program of training the Hargraves Institute charged a high powered leadership advisory group to advise what should be in a leadership program.
Key was that the program had to be practical and that everyone should bring in the following: “In your new role you will be assuming bring a challenge that your Business Unit would be best placed to address and benefit the corporation.” This should be real, something that you could have ownership and requires you to have other interdependencies in the organisation.
The group is working on the program now with the draft having the following elements in it:
- What is Leadership for Innovation?
- Creating an Innovative Culture
- Developing Personal Leadership Skills
- Compelling Conversations
- The Connected Leader and Organisation
- Building a Business Tool Kit
- Design Led Innovation
- Getting results without authority
- The Personal Plan for the Future
The Advisory Group would welcome your input on these questions so your voice is heard and considered for the development of the program. This is both from people in management of the organisation and from potential emerging leaders who aspire to go on to the program. If you want a program that meets your needs now is the time to act.
Leadership for Innovation will assist in a voyage of discovery to maximizing your leadership potential. It incorporates elements that helps new leaders discover their skills and gives them the tools they need to elevate their effectiveness. By highlighting common mistakes that new managers make, Leadership for Innovation accelerates the transition to competent leadership and showcases the characteristics successful leaders must bring to the workplace.
Hargraves Leadership for Innovation Program will be run in all states during October and November 2014. Review further information on this program.