Don’t promote your people without preparation

Being placed into management without proper training is like being given the keys to a tank and told, "Hey, you've got this." The result is damage to team morale, productivity and profitability..I still remember my first promotion to manager at the ripe old age of 26. I left work on Friday as just another team member and came back to work Monday as a manager. What did I know about leading a group of four people, twice my age, who were quite underwhelmed with their new boss? Not much, as it turned out..This should not be the norm. I think about how many conversations I avoided because I was too scared or when I reacted poorly and damaged relationships out of frustration. I didn't receive true leadership training for another eight years. With training, I learned to hit pause before I reacted to a situation. I learned that my role as the leader was to invest time in my direct reports, listen intensely and teach them problem-solving skills. I began meeting with each team member every month to discuss their aspirations, high payoff activities and progress toward their goals. It was no longer about me..I received formal leadership training thanks to a former employer who invested in their leaders and understood the impact organizational health has on the bottom line. This does not happen quickly. It requires intentionality and small habit changes every day. It includes giving grace, showing empathy and building your team's confidence by delegating new tasks and giving them the authority to make decisions. .As leaders, we have individual contributors that, either aloud or in our own minds, we identify as our next managers. They are most likely your go-to person who can handle just about any task. This person's whole identity will shift when they are thrust into leadership. Instead of being the technical expert, they are expected to delegate the work they enjoy to others. They are evaluated and judged based on a completely new skillset. This transition is unsettling at best, and, at worst, will cause them to leave. The complexities of mediating conflicts, fostering collaboration, nurturing team spirit and ensuring accountability are not skills one magically acquires after a promotion — so what are you doing to help?.Leadership is undergoing a generational transformation. Millennials are more likely to choose companies that invest in employee training, offer mentorship programs and provide professional development. They are driven and looking for leadership opportunities. Does your succession planning include a training and coaching program that will attract new talent and develop talent internally? .As you consider an investment in leadership development and/or individual coaching, answer the following:.What qualities do you expect from your leaders? Dig deeper than the normal leadership attributes. These are all important, but what are specific leadership attributes seen at your organization today? For example, do you expect complete transparency from all leaders? How are those messages communicated?.What qualities do you aspire to when it comes to your leadership promise? Aspirational qualities are those you recognize are beneficial to the company but not all leaders exhibit today. This may include, "Our leaders are highly engaged," with the expectation that every leader meets with their direct reports monthly. Does everyone understand what this entails?.What is your long-term goal related to the investment? .Consider employee retention, succession planning or developing a pipeline for hiring the best candidates. Ultimately, investing in leadership development needs to be more than just a fad or a chore. It is a choice to deepen relationships among the leadership team, creating a common language and a culture people will clamor to join and choose to stay in because they want to work for a company that invests in them..Christy Baker is a facilitator and coach focusing on organizational health and strategies for Omaha-based Revela. She provides group training and individual coaching and is a former COO for an Iowa-based community banking group. She can be reached at christy@revelagroup.com. Visit RevelaGroup.com/podcast to learn more.