All too often, new leaders are put in a “sink or swim” situation, thrown into the deep end of leading a team, and left to figure out for themselves how to stay afloat.
While this approach can test and build resilience, it is generally not considered an effective or responsible method for leadership development.
The “sink or swim” approach can lead to high levels of stress, anxiety, and burnout, and it may not be suitable for everyone. This is both unfair to the new leader and detrimental to the organization.
True leadership development focuses on nurturing and empowering individuals to become effective leaders by helping them acquire the skills, knowledge, and experiences needed to excel in their roles while providing appropriate guidance and support along the way.
Here is what a good leadership development program should include:
- Structure. Effective leadership development programs typically involve a more structured and supportive approach. They provide individuals with the necessary knowledge, skills, and tools to succeed in leadership roles. This may include mentorship, coaching, training, feedback, and opportunities for growth and development.
- Lessons on “soft skills.” Soft skills include emotional intelligence, self-awareness, problem-solving, and good communication. While some of these skills might be inherent in a new leader, being able to apply them effectively while adapting to leading people requires coaching and support.
- Opportunities to receive feedback. Feedback is an opportunity for growth. Research shows that people who seek feedback have higher performance ratings and are happier overall.
- Ongoing support. Leadership development is an ongoing process. As companies change or team conflicts arise, it might be tricky to adapt. Having the right mentor or coach to support you along the way will allow you to become the best leader you can be.
New leader training must be a key component of every organization’s learning and development plan. It should not be just a one-day event around policies, performance reviews, and disciplinary actions. It needs to be structured in a way that gives participants time to apply their learning, receive feedback, and get the ongoing support necessary (mentoring, coaching) to grow into the next line of senior leaders and executives.
Remember, sink or swim is NOT leadership training! Invest in the right leadership development program, so you and your team can succeed.
Till the next time, keep it real.
Karen
