Train Leaders Before Putting Them In Charge

When should supervisors get the training they need? Do you think that it is best to train someone for a highly responsible job before they start it, or do you think it makes sense to throw them into the row and see how they do?

So often, supervisors are promoted to their jobs and then do not get any specific leadership training to do the job. They come from doing a great job in their field as a technician, to going to a job where the skill set is entirely different, the needs are much more complicated, and the consequences effect many more people.

This article is worth the read to get some insights into how often managers lack the training they need:

We Wait Too Long to Train Our Leaders

Some of the data pointed out here is astounding, for example that managers typically supervise people for over 10 years before they get any training in it. That boggles the mind.

At Front Range Leadership, LLC we are in the business of making sure that front line supervisors and managers get the training they need. If you are developing leaders, we'd love to talk with you about our high impact and affordable leadership development workshops.

But whatever else you do today, give that article above a read. We should train leaders before putting them in charge!

Thanks!

-- Douglas Brent Smith

Workshops to Consider for Supervisors and Managers:

Supervising for Success

Communicating for Results

Building Your Team

Solving Problems

Achieving Your Goals

Comments

Measures Matter

Some people measure quantify first and quality later. Some people measure money first and impact to the team later (not even second!). How you measure productivity might determine your character and your reputation. Put people first. -- doug smith

New Ideas

New ideas won't break you but they can make you bigger. -- doug smith

Your Reputation

More authority means higher levels of responsibility. More power requires more service to others, not less. What you do with your power is who you will be known as. Also, how you use the power you have creates who people will remember you as. How do you want to be remembered? -- doug smith

What You Need

Use what you've learned to become what you need. -- doug smith

For example

Get good at something that won't obsolete itself. For example: emotional intelligence creating great conversations encouraging people leadership What would you add to the list? Which ones are you developing? -- doug smith

Personally

Improving performance does require us to take our work seriously. But it does not require us to take ourselves too seriously. Taking things personally is a waste of self-esteem. -- doug smith

Show Up!

"You've got to be there. Big decisions are being made!" my former boss told me a long time ago. "If your voice is in the room you might be heard..." It was good advice then and it still is. Show up. When there's a goal you're working on and an opportunity appears to advance that goal -- show up. When changes are being made that will affect you -- show up! When it matters to you -- show up. You won't always get what you want by showing up, but you never will if you don't! -- doug smith

The Problem With Compromises

Think about the last time you compromised on something. Whether it was a big compromise or a little compromise, how do you feel about it now? While we often call it "meet in the middle" it seldom does. Compromises are not automatically fair, no matter how implied that fairness is. Someone usually gets more out of a compromise than the person they are "compromising" with. If the low end is you, you don't like it -- and you remember that. If the top end of the compromise is you, you probably forget all about it even though the inequity simmers in the background. Compromises must be constantly revisited because they are inevitably unfair. If you get the chance to balance things out, your relationship will prosper. If you miss that chance, the relationship will suffer. What's your choice? -- doug smith

High Performance Leadership Combination

We can rationalize anything without making it justified. Leaders should always ask: who is this good for other than me? High performance leadership does NOT mean performance at any cost. It means performance that serves a noble cause while also benefiting people. High performance leadership is a combination. Results without relationships are shallow and temporary. Take care of both, and you'll be a high performance leader. -- doug smith

Decide

What do you want? Are you getting what you want? Intention is direction. Decide. And, then go. -- doug smith

High Performance Leadership

Search This Blog