Creativity and the newly promoted

Getting a promotion is fabulous.

Stepping into a leadership role is thrilling, but it also comes with its fair share of challenges.

New promotions always bring new responsibilities that require new skills.

Virtually everyone who gets promoted struggles to some extent after their promotion because the skills that got them there (9 times out of ten) task excellence are not the same skills needed for leadership excellence.

The transition from do-er to lead-er can be daunting. You need to navigate team dynamics, set strategic priorities, and foster a network at a different level. But fear not, because with the right support and mindset, you can quickly adapt, grow into your role, and inspire your team to achieve outstanding results.

Lots of people get promotions in the new year and the honeymoon period is ending and the need to perform is getting rather real.

Here are three solutions to help you if you’ve just been promoted or new managers you have promoted thrive in their new roles:

1. Seek an External Mentor.

One of the most effective ways to accelerate growth as a new manager is to seek guidance from an external mentor. A mentor brings a wealth of experience and an outside perspective that can be invaluable. Here’s how a mentor can help:

• Provide Objective Feedback: A mentor can offer honest and constructive feedback, helping new managers identify areas for improvement and build on their strengths.
• Share Best Practices: Seasoned mentors share their experiences, including what has worked for them and what hasn't. This knowledge can be a goldmine for new managers navigating unfamiliar terrain. This is why perhaps a Mentor is better than a coach at this stage.
• Offer Emotional Support: Leadership can be lonely, and having someone to talk to who understands the challenges can make a significant difference. Old colleagues might now be line reports and other leaders you have reported to are now on a level.

2. Embrace Difficult Conversations. As a leader you must do this.

Managing teams effectively means having difficult conversations when necessary. These conversations, though uncomfortable, are crucial for growth and maintaining a healthy work environment. Here are a few tips for handling difficult conversations:

• Prepare in Advance: Think about the key points you need to address and how to communicate them clearly and respectfully. I love a process here is one for difficult conversations. Warn – we need to have a difficult conversation. Headline – what the issue is. Impact – why it is important and needs to be addressed. Next steps – Find Solutions together. This makes it an Adult-Adult conversation not parent – child.
• Be Direct but Compassionate: Address issues head-on, but always show empathy and understanding. This balance helps maintain trust and respect.
• Focus on Solutions: Rather than dwelling on problems, steer the conversation towards finding solutions and setting clear expectations for improvement together.

3. Shift from Task Focus to Leadership Focus

A common pitfall for new managers is continuing to focus on tasks rather than stepping into their leadership role. Remember the things that got you there are not going to keep you there. Fact. It’s super hard to give up doing the things you a brilliant at doing. Here’s how to make that crucial shift:

• Delegate Effectively: Trust your team to handle tasks. Delegation not only empowers your team, but also frees up your time to focus on management and leadership responsibilities.
• Set Clear Priorities: As a leader, it's essential to identify and focus on high-impact priorities. This clarity helps guide your team and ensures everyone is working towards common goals.
• Build Strong Relationships: Invest time in building strong relationships with your team members. Understanding their strengths, weaknesses, and motivations enables you to lead more effectively. Know when to step in before things have crashed.

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Stepping into a leadership role is an hugely exciting journey filled with new challenges and opportunities. By seeking an external mentor, embracing difficult conversations, and shifting focus from tasks to leadership, new managers can unleash their creativity and become exceptional leaders.

Remember, leadership is not about doing more and more yourself, but about inspiring more of others.

??CTA – If you have newly promoted managers. Are you providing the creative thinking to provide the help they need, at this critical stage, to get up to speed and continue to be your high flyers?

About the Author: This newsletter is brought to you by Couler Ltd, we offer consultancy services in Strategy, People and Process. Helping new managers find their footing and exceling in their new role, is one of our specialities.