DEVELOPMENT AT EVERY LEVEL
When is it clear that your leader needs training, support or professional development? For most, it’s clear when it’s too late, or when there is conflict or when a previously high performing leader stops producing or performing.
This is the reality for too many organizations, they become aware of the need for training when it’s too late, but with a closer look, the clues where there all along.
When a leader is advanced from one level to another, they need support and development. Different level brings different challenges and different outcomes. The problem is, too many leaders are promoted to the next level without the support they need with a kind of sink or swim attitude. This may not be intentional on the part of the company, at times things are moving so fast that there is a need for that leader to jump in and and get going.
But, there is a shadow need…next level development.
The leader that was an effective manager may not be an effective assistant director without professional development at that level. I asked one manager what leadership was like for her as a manger. She replied that she was the go-to person, the one who knew where every thing was, and how to get things done. She is the one those on all levels sought out when they needed something. This leader was proud of the work she did, when asked about where she wanted to go next, her reply was that she wanted to stay at her current level because that’s where she felt she was needed the most.
In time, her exceptional work attracted the attention of the senior leadership, they approached her about a promotion to assistant director. She was excited and nervous. She was hesitant to move from a position that she was very comfortable with. When we explored her hesitation, it turned out that she did not know the difference between what she was doing as the manger and what she would need to do as an assistant director.
She didn’t know what skills she needed.
As a manager it worked well for her to be the resource person, as an assistant director a part of her new focus would be building capacity in others so that they became the ones to offer resources. In her case, the manager was the doer, the assistant director was one who supported the team to use their skills in an expanded way, to build capacity and confidence.
At first, this was hard for the new assistant director, in time, as a result of coaching she learned how to lead at this new level. It changed her professional trajectory and in a short time she was on track to become the director of her department.
What does leadership look like at each level in your organization?
Here is an example:
Manager - Leads self and supports others with resources and tools to get the job done.
Assistant Director - Leads team by helping them build capacity and confidence in what they are able to accomplish. While this leader may know how to get it all done, she passes on the insight and knowledge to help others get things done.
Director - Leads multiple parts of a department or organization to support people in moving toward a desired focus or outcome. They may, like the manager, know how to do the tasks she is overseeing, but their job is to lead in a way that empowers others to use their skill, wisdom, insight, knowledge to meet objectives.
It’s vitally important that development happens at every level so that your leaders are not limited by the promotion that should be a positive step forward.
Develop your leaders and the company will reap the far-reaching benefits.
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