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What do you do if your program coordinator lacks the key competencies to become an effective leader?

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Program coordinators are responsible for planning, organizing, and overseeing various projects and activities within an organization. They often work with multiple stakeholders, teams, and resources to ensure that the program goals are met on time and within budget. However, not all program coordinators have the skills and competencies to become effective leaders. In fact, some may lack the vision, communication, collaboration, or problem-solving abilities that are essential for leading a program successfully. What do you do if your program coordinator lacks the key competencies to become an effective leader? Here are some tips and strategies to help you deal with this situation.

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1 Assess the gap

The first step is to identify the specific areas where your program coordinator needs improvement. You can use various tools and methods to assess their performance, such as feedback surveys, 360-degree reviews, self-evaluations, or observation. You can also compare their current skills and knowledge with the expected standards and outcomes of the program. This will help you determine the gap between where they are and where they need to be as a leader.

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Nasser Durbauree. Fuentes

S.I.T.I.U.M & COMPANY | Executive Business Development partner-consultant. ''Intermodal industry professional-Consultant.
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Calibrate, asses then determine. In doing so, 1-of two- results will take place. In order, to establish the desired efficiency-maximized.

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Martin Del Rio

CEO @ Armed Forces Services Initiative | Senior Regional Coordinator @ Operation Warfighter & E2I | Public Speaker | Wounded Warrior Advocate | Military Family & Veteran Advocate |
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If a program coordinator lacks key leadership competencies, initiate a tailored development plan focused on those areas. Identify specific gaps through a constructive feedback process and set achievable, measurable goals for improvement. Offer opportunities for learning, such as leadership training courses, workshops, or mentorship programs, that target identified competencies. Encourage them to lead small projects or teams, providing a safe space to practice new skills and receive feedback. Regularly review progress and adjust the development plan as necessary, celebrating achievements along the way. This personalized approach not only aids in their growth as a leader but also strengthens the organization's leadership pipeline.

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Abir El darwich

Chemistry Teacher at Amjad High School
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By observation and evaluation, the gaps can be detected. This step should be followed by preparing workshops or courses to cover these gaps (skills and competencies of a leader). There are some skills by instinct a person may have. However, other skills should work on them to prepare a leader.

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2 Provide coaching and mentoring

The next step is to provide your program coordinator with the necessary coaching and mentoring to help them develop their leadership competencies. You can assign them a mentor who has more experience and expertise in program coordination and leadership. You can also offer them regular coaching sessions where you can give them constructive feedback, guidance, and support. You can also encourage them to seek out learning opportunities, such as courses, workshops, webinars, or books, that can enhance their skills and knowledge.

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Abir El darwich

Chemistry Teacher at Amjad High School
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Part of leadership skills born with a person. The other skills should be studied and practiced to own with time and work. Workshops or courses should align with practice. Leadership skills are daily life skills for a leader. In each situation, a leader must use these skills to solve a problem, to negotiate, to orientate…

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3 Delegate and empower

Another step is to delegate and empower your program coordinator to take more ownership and responsibility for the program. You can assign them tasks and projects that challenge them and allow them to apply their skills and knowledge. You can also give them more autonomy and authority to make decisions and solve problems. You can also recognize and reward their achievements and successes. This will help them build their confidence and motivation as a leader.

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4 Monitor and evaluate

The final step is to monitor and evaluate your program coordinator's progress and performance as a leader. You can use various indicators and measures to track their results, such as milestones, deliverables, quality, satisfaction, or impact. You can also solicit feedback from their peers, team members, clients, or partners. You can also review their goals and action plans regularly and adjust them as needed. This will help you assess their strengths and weaknesses as a leader and provide them with ongoing feedback and support.

Dealing with a program coordinator who lacks the key competencies to become an effective leader can be challenging and frustrating. However, by following these steps, you can help them grow and improve their leadership skills and abilities. This will not only benefit them, but also the program and the organization.

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5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What do you do if your program coordinator lacks the key competencies to become an effective leader?

1

2

3

4

5

1 Assess the gap

2 Provide coaching and mentoring

3 Delegate and empower

4 Monitor and evaluate

5 Here’s what else to consider

Program Coordination

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What do you do if your program coordinator lacks the key competencies to become an effective leader?

1

2

3

4

5

1 Assess the gap

2 Provide coaching and mentoring

3 Delegate and empower

4 Monitor and evaluate

5 Here’s what else to consider

Program Coordination

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