How to steer new leaders in the right direction
As leaders become more experienced with the ups and downs of managing people, it gets easier to spot those who have the potential to lead their own team – or company – one day. Instead of fearing the next generation that will replace you, do all you can to ensure they are capable of continuing, or improving upon, the legacy you are building today. Because even for those that have the raw talent and skills, being a great leader takes work. I know, I sound like a broken record. But this is a worthwhile fact that cannot be said enough.
Leadership consultant Marlene Chism identified four common problem areas that new leaders often face. Here they are, along with tips to steer your protégés in the right direction:
- Aligning downward. Managing up is a difficult task; many of us fear confronting authority figures. New managers might find it uncomfortable to discuss concerns about a policy or strategy with the executive above them, so they instead commiserate with those below them. Create an environment where open, honest communication is welcomed – and expected – and look to provide mentors for young leaders so they have an outside perspective to help them hash out challenges.
- Avoiding difficult conversations. No one likes to be the bearer of bad news or the bad guy. While it’s important for leaders to create a positive culture, which often includes being liked and respected, that doesn’t mean turning a blind eye to toxic employees or situations. A clear employee handbook will set expectations for all employees and provide new leaders with the tools they need to address problems.
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