I’ve seen the dread on hiring managers and new supervisors alike. There is a new manager starting, or even a group of them, and no training planned for them. We focus so much on getting technical training right for employees that we never prioritize leader development. As a result we create an army of supervisors who only know how to do the technical work resulting in micromanagement. These new supervisors and managers cling so tightly to their one area of expertise that they create a negative experience for those around them.
Worse yet, with no training or development for leaders on the horizon, they get further engrained in how they’ve always done things. Recent layoffs and reduction at the middle management levels means that more leaders have a wider span of control. A greater impact on more people for each leader means the stakes are even higher for that leadership to be great.
The value of leadership training
Supervisors have a direct tie to an average of 10-15 employees that they directly oversee. Equip supervisors to manage conflict, problem solve, set and achieve big goals, spot and develop high performance, and they’ll positively impact their teams with those skills. What that means for a modest organization of 5 leaders is 75 people actively impacting the business trajectory for good. According to Harvard Business Review, great companies don’t just invest in these priorities. They overinvest in critical capabilities and assets that drive the future business. What does HBR include in the 3 most critical areas to overinvest? Development of existing and emerging leaders. Interested in building this out fully in your organization? Click here for the YouTube video that takes you through exactly what you need.
What to focus on when there’s no training and no time
If you’re hoping to build out your leader development later but have no training available today for your new leaders, this is where to start. Whether you have one hour, one day, or one week with your new hire, these three topics will advance their transformation into the leader you need them to be.
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Clarity
Great leadership training will align the company values and mission with the work that is expected of the department and team. Aligning the big picture to the day-to-day for the supervisor creates clarity on priorities and expectations. Supervisors feel confident in communicating expectations to the team because they fully understand how it will support the big picture. Your new leader will build rapport and respect with their team growing immediate trust.
Connection
In a full leadership training this could look like identifying networks, developing communication techniques, and support in building relationships with mentors, peers, and staff. At the heart of it, create a network that supports the new leader’s success. Contacts in related teams and departments will increase awareness of downstream impacts and reduce siloed work. Your new leader will gain understanding in how all work flows together making them a more inclusive problem solver and asset to the department.
Empowerment
Within a well-built training program, leaders can get coached on real scenarios they’re dealing with. All new supervisors and managers involved benefit from coaching, roleplaying, and understanding everyone’s situation. Giving new leaders a space to learn from mistakes is the most overlooked part of development. Leaders not only see failure as a step toward success but learn to coach themselves through it. Your new leader will be able to adapt small lessons to huge wins for them and their teams.
You’re the leader starting with no training? Start here.
The above concepts, though directed at organizations and hiring managers, are important from both sides. Take a proactive approach to your career development. Focus on ways you can find clarity and align your work with company goals. Ask questions if you can’t find the connection. Create a network of people who you can support and will support you in the work you do regularly. Learn from your mistakes and when you see an error, tell your boss. Not just to take accountability but to demonstrate that you are thinking about how you can learn from this in the future.