One of the biggest issues I find when working with companies worldwide is the fact that many workers are being promoted for their technical skills, but not trained on how to manage people.
While high performers may have many strengths, not all of them are suited to becoming great leaders. Leadership requires a unique set of skills, including the ability to communicate effectively, manage and motivate people, build relationships, and make tough decisions.
Here are some factors for you to consider that may impact whether your high performers can become great leaders:
– Motivation and willingness to lead: Some high performers may not be interested in taking on leadership roles. Even if they have the skills and potential to be great leaders, they may prefer to focus on individual contributions rather than managing teams.
– Emotional intelligence: Emotional intelligence is a key trait of great leaders, allowing them to understand and manage their own emotions and those of their team members. Some high performers may have strong technical skills but may lack emotional intelligence, making it difficult for them to lead effectively.
– Adaptability: Great leaders need to be adaptable, able to navigate change and uncertainty and adjust their leadership style to fit the needs of their team and organization. Some high performers may struggle with change or may be set in their ways, making it difficult for them to adapt to new leadership challenges.
– Interpersonal skills: Great leaders need to be able to build relationships with team members, stakeholders, and other leaders in the organization. Some high performers may struggle with interpersonal skills, making it difficult for them to connect with others and build the trust necessary for effective leadership.
While not all high performers will become great leaders, many have the potential to develop the skills and mindset necessary to succeed in leadership roles. With the right training, coaching, and support, high performers can develop the skills they need to become effective leaders who inspire their teams and achieve success.
Over to you now. Do you have any employees achieving great results in their current roles, showing a hunger for more responsibility? How do you identify whether they’d make great leaders in your company? More importantly, what developmental tools do you to provide them with to build a pipeline of effective, impactful leaders?
To your success,
Isabel
Isabel es una experimentada Estratega de Alto Rendimiento con más de 25 años de experiencia internacional, ocupando posiciones de alto nivel en la industria hotelera en varios países, así como en coaching ejecutivo y de liderazgo, mentoría y capacitación. Se especializa en estrategias de alto rendimiento, desarrollo de liderazgo y construcción de cultura organizacional para ayudar a los líderes y sus equipos a aprender, crecer y tener éxito. Isabel tiene una pasión por empoderar a los líderes empresariales con la mentalidad, habilidades y estrategias que necesitan para avanzar.
She specializes in high performance strategy, leadership development and building organizational culture to help leaders and their teams learn, grow and succeed.
Isabel is passionate about helping empower business leaders with the mindset, skills and strategies that they need to get ahead.
Más información disponible en www.isabelvalle.com.
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