Supporting emerging and future leaders

Making the transition from an individual contributor, expert in technical knowledge or skills, to a leader and enabler of others is one of the hardest transitions to make, and marks the start of many leadership journeys.

Our change and complexity leadership solutions are designed to support emerging and future leaders. We help them to develop the knowledge, skills and mindset needed to facilitate an identity shift, moving from a focus on their own contribution, and developing the self-confidence and credibility to leverage the talents of others.

Making the transition to leadership requires numerous skills across many levels. Any programme can be completely tailored to your needs, but below is a description of the areas we can address.

Personal leadership

At the personal leadership level, transition to a leadership mindset requires individuals to develop a greater understanding of themselves, their perceptions of leadership and the identity shift needed to make the next step. Our approach involves supporting individuals to, for example: understand their leadership journey; explore their values, attitudes and behaviours around leadership; understand how to choose the appropriate leadership style for any given situation; and how to act with authority, presence and impact.

Relational leadership

Making the transition to a leadership role requires a new level of relational awareness and interpersonal skills in order to lead through and with others. Our solutions may involve, for example: developing relational awareness; communicating effectively and motivating others; learning how to set expectations effectively, provide feedback and have difficult conversations; and using coaching as a leadership style in order to influence others to develop personal accountability.

Team leadership

Supporting people to transition into leadership roles inevitably means supporting them to develop the skills to lead and manage teams. Our transition to leadership solutions may therefore involve, for example: understanding how to lead and manage individual and team performance; learning how to identify and challenge helpful and unhelpful team dynamics; understanding how to plan work effectively and use reporting systems; and develop skills to create team accountabilities in order to produce positive performance.

Systemic leadership

At the systems level, someone transitioning to a leadership role usually needs to develop skills in understanding how individuals and teams contribute to larger organisational goals, and how their own role is part of the organisation’s leadership strategy. Our programmes might involve supporting leaders to, for example: understand how to effectively implement organisational processes such as annual reviews and resource planning methodologies; discover how they can personally contribute to an effective leadership pipeline; build reputation, authority and credibility in communicating to a wider audience; and develop an understanding of organisational strategy.

Find out more about transition to leadership

For more information about our transition to leadership services, and how they can help your organisation, just contact us today.