Develop Your Leadership Potential:
Stop Doing, Start Leading
It’s a trap! We have a tendency to promote our top performing employees into leadership positions. We assume that a high-performance employee can immediately translate into a high-performance leader. The fact is that the skillset and mindset are completely different, and the transition can be difficult, often resulting in failure. Making it even more difficult is having to manage former peers. It’s hard on your new leaders because they have to shift from being accountable for their own performance to begin accountable for the results of others. It’s hard on the organization because you lose the work output from their prior role while gaining a leader who is learning on the job.
Avoid these common traps and start building your leadership pipeline. Give your emerging leaders and your high potential employees the skills to transition from a high performer or a good supervisor into an effective and engaging leader.