Written by: Mariya Arshaluysyan, Executive Contributor
Executive Contributors at Brainz Magazine are handpicked and invited to contribute because of their knowledge and valuable insight within their area of expertise.
Research shows that the transition into a managerial role can take new managers anywhere from 6 to 18 months to fully adjust. As they approach the end of their first year, many realize the necessity of developing their leadership skills, when they experience that their authority is not taken for granted and they need to build trust with their team.
In today's dynamic landscape, characterized by constant change, the role of a manager extends beyond mere coordination of resources; it requires the ability to drive transformative change, influence, and empower people. This realization underlines the importance of leadership development as a critical factor for both personal growth and organizational success.
The 2023 Global Leadership Forecast by DDI revealed that only 12% of companies have a strong leadership bench, a.k.a. they know how to fill critical leadership positions.
Yet, despite its significance, a substantial percentage of first-time managers do not receive leadership training.
According to the Center for Creative Leadership, 58% of first-time managers never get any training to develop their leadership skills.
Moreover, many leadership development initiatives fail to demonstrate tangible business impact, highlighting a disconnect between perceived importance and practical implementation due to the lack of focus on the specific needs of first-time managers.
The challenges encountered by first-time managers are distinct from those faced by seasoned leaders. Beyond assuming new responsibilities, they must establish their managerial identity. Thus, it becomes imperative to ensure that leadership development programs for new managers are not only comprehensive but also yield sustainable results.
The three pillars of transformational leadership development
In this article, we'll explore the three fundamental pillars of the transformative process of leadership development that will help organizations and new managers select the right leadership development programs.
This article is for you If you are a new manager, and you keep catching yourself on any of the following resistant arguments about your leadership development:
Leaders are born, not made – I don’t believe a training will help me.
Leadership training is a waste of time – I will develop my skills over time anyway.
There is nothing new I can learn about leadership.
Leadership training seems too overwhelming and time-consuming to be prioritized.
Some people develop leadership traits and abilities at a younger age through life experiences and learned behaviors, some do it at a later stage, and some do not develop at all.
Whatever the case is, it is our past experiences that shape our self-image.
If being a leader has never been part of your self-image, the good news is, it can become a part of it, should you choose to accept this mission.
The key lies in understanding how to initiate this change.
Having taught leadership and management-related subjects at a university for over 2000 hrs, I have come to realize that leadership cannot be developed in a classroom. You can learn about leadership styles, traits, frameworks, and theories in a classroom, but it is the real practice that allows you to embody those traits and styles.
The key point is leadership development is a transformational journey built on three pillars:
Personal commitment
Individual approach
Accountability
My practice and experience revealed that it is hard to get transformational results when one of the three components is missing.
Personal commitment
It is about your self-motivation and intentionality to take the necessary actions to unlock your leadership potential. Like in any transformational journey, it is not always going to be easy. Your commitment will keep your mind open to shifting your opinions and perceptions and will lead to the discipline required to practice the necessary behaviors until they become a habit.
The best way to get clarity about whether or not you need to develop leadership skills is by looking at your life holistically. Here are a couple of questions to give you some nudges.
Who would I aspire to be in life, if all things were possible (as a person, as a professional, as a parent, as a child, as a humanity contributor, etc.)?
How does becoming a leader align with or support this vision? Remember, leadership is about influence and impact.
Once you are clear on your purpose and how leadership skills will contribute to it, you want to understand how to develop your leadership skills.
Note, your vision is the fuel that will drive your leadership development and keep your commitment level high. According to research, when leaders feel a sense of purpose, they are 9X more likely to feel engaged in their role.
Once you are clear on your purpose and how leadership skills will contribute to it, you become self-motivated and committed to the development of your leadership skills.
Individual approach
While conventional frameworks offer valuable insights, true transformation arises from addressing the unique needs and challenges of each individual. For instance, introverted individuals may require tailored strategies to navigate social interactions, while those grappling with emotional intelligence may benefit from targeted interventions. Individual approach allows to facilitate genuine growth and sustained improvement.
Accountability
Accountability serves as the cornerstone of effective leadership development, providing individuals with the necessary support and guidance to navigate obstacles and sustain momentum. Regular follow-ups, progress tracking, and course corrections ensure consistency and facilitate the development of enduring leadership habits. Without accountability, individuals risk stagnation, unable to translate intentions into tangible actions. As such, an accountability framework is indispensable for maintaining focus and fostering continuous growth.
A Holistic approach to leadership development
This is why as a leadership coach for first-time managers, I designed my signature leadership development methodology with a focus on the three components of leadership development:
You. This component focuses on your self-awareness around your identity and building a professional identity.
Your performance. This pillar focuses on behavior and habit inventory and developing the habits in alignment with your identity, which will boost your performance and develop self-leadership.
Your team. This pillar focuses on building trust with your team in an authentic way, learning and practicing leadership & communication tools that are in alignment with your identity and values.
Conclusion
Leadership development is not a one-size-fits-all journey. It requires commitment, tailored approaches, and accountability mechanisms. Recognizing the transformative power of leadership, you can choose a transformative program that best suits your needs. The key is to embark on your unique journey, fueled by purpose and guided by the commitment to unlock your true leadership potential.
Download my free Guide to Building Trust in Any Team (for first-time managers) here
Mariya Arshaluysyan, Executive Contributor Brainz Magazine
Mariya Arshaluysyan is a certified leadership coach for female managers. Mariya's professional journey in leadership started over 15 years ago when she decided to pursue a PhD. When Mariya was appointed to her first managerial role as a Head of a Training and Consulting Center while a University lecturer she realized that leadership is a transformation process that cannot happen in a classroom. Mariya has been on a quest to learn authentic leadership transformation tools over the past years. Her mission: to help female managers become confident and fulfilled leaders.
