As businesses scale and change, often at a ferocious pace, there is often a need to promote and recruit new and inexperienced managers to lead people and drive the company forwards.
This can bring with it a range of benefits. They often bring a fresh approach, appetite and enthusiasm. There’s also the added fact that they’re often young and can be developed and nurtured. However, if they joined the business as a junior, regardless of how perfect they were for their previous post, they won’t necessarily have the managerial experience their predecessor possessed. So, what are you supposed to do?
In many cases, companies just hope for the best. They hand over the keys to the promoted party’s position and let them learn how to lead on their own, which is not without its risks. The desire to move fast means that support comes more likely when things are broken, in the form of interventions, rather than being ongoing. When this goes wrong, it can have a huge impact on morale, culture and your organisation’s ability to attract and retain talent.
But an inexperienced individual joining the company wouldn’t be left to it, so why would you leave someone without experience of managing peers to chance? Ultimately, if you want your managers to manage, and manage well, you need to ensure they’re equipped and supported to do this as well as they can. The stakes are too high.
Sure, you don’t want to breathe down their necks every two minutes and nor do they want you to – they’re a manager now, right? But the necessary traits they possess that got them the step up the corporate ladder in the first place must be reviewed to see where improvements can be made in order to achieve the best outcomes for the team.
At CharacterScope, that’s precisely what we’re built for – developing team leaders. Everyone is different and we know that. It’s not about changing who people are, but encouraging and helping them to be the best versions of themselves, sharpening their strengths while understanding where they can advance. You need strategy and direction to lead a business – why not have the same approach for leading a team?