Karina Calder, an expert in leadership development, Dr. Stacey Ashley, a leadership coach and author, and Professor Greg Harper, a business dean, dive into the challenges first-time managers face without formal training. They discuss the importance of foundational management skills, self-awareness, and interpersonal effectiveness. The trio emphasizes creating supportive cultures for continuous learning, the necessity of peer coaching, and the pivotal role of feedback loops to enhance leadership development. Essential skills like practical experience and social learning are also key topics.
New managers often lack formal training, leading to uncertainty and imposter syndrome, which hinders their leadership development.
Organizations should recognize diverse career aspirations by offering pathways for both technical roles and management to retain skilled employees.
Deep dives
The Importance of Support for First-Time Leaders
Over 60% of first-time leaders do not receive formal training or support, leading to feelings of uncertainty and lack of confidence among 85% of them. This lack of support can contribute to negative self-talk and even imposter syndrome, which can hinder their leadership development. The transition from team member to manager often overlooks the need for foundational skills necessary for effective leadership, highlighting the gap in support systems. Without proper guidance, first-time leaders may struggle and feel overwhelmed as they navigate their new roles.
Understanding Different Career Pathways
Not everyone aspires to leadership, and many technical experts may prefer to excel in their fields rather than take on management roles. For those who do not want the added responsibility of leading a team, organizations should provide clear career pathways that cater to both technical and managerial aspirations. By asking employees about their career development goals, organizations can foster growth in areas that match individual strengths and desires. This approach helps retain skilled employees who contribute value without necessarily stepping into leadership positions.
Continuous Learning and Feedback for Leadership Development
Effective leadership development requires ongoing learning, application, and feedback, rather than one-off training sessions. The 70-20-10 model illustrates that most learning comes from experience and peer interactions rather than formal education alone. New leaders should actively seek feedback from their teams to refine their skills and enhance self-awareness, enabling personal and professional growth. By embracing a culture of continuous learning, aspiring leaders can build a strong foundation for their leadership journey and improve their effectiveness over time.
You’re doing well in your career and are being steered towards the leadership track. But it’s a common complaint within organisations that new managers don’t get the right kind of training or support. So how can you prepare?
We dig into the essential skills, and the best ways to learn them.
Guests:
Karina Calder, head of leadership and development, SW Accountants and Advisors