Remember that game in pre-school where you had to pound shapes into a wooden table that had round holes and the square pegs never went through? Yes, that activity does not change as we age. Yet, many business leaders find themselves asking why is it that they just promoted William as a supervisor, but he is failing miserably. The reason(s) can be pretty simplistic. Did anyone ever ask William if he was interested in leading? Was he given a different career path option? Or did everyone assume that because William was exceptionally skilled at his job, then he automatically would be a great leader?
The easiest way to avoid this pitfall is to have a dialogue with the employee BEFORE you promote them. If William is interested in growing his career in a leadership role, then make sure you line up the right training and mentoring. This does not have to be an expensive plan either. Frequently, internal mentoring and coaching will get William where he needs to be. Make sure that the mentor is one that is also a higher performer and exhibits the values of a strong leader: integrity, empathy, written and verbal communication skills and credible. You can find inexpensive training options on Linked In Learning too. The best training for new supervisors and managers is on-the-job. Create an environment where if someone makes a mistake, they are coached and given an opportunity to improve. If a new leader fails, it's often the result of poor mentoring and fit.
So save everyone the agony involved by forcing a square peg into a round hole. Take 10 minutes and ASK the right questions.
Kommentarer