The KEY Ingredient: Your Manager’s Role in Your Leadership Development Program

So, you're ready to elevate your leadership game. You're committed, driven, and eager to ascend to the next level. It's not a matter of if, but when.

You've found the perfect leadership development program. Your organization is outstanding and sponsors you for it. You notify your manager, expecting a nod of approval and a well-wish for success before you embark on this transformative journey.

However, your manager’s role doesn't end there. In fact, it's far from over.

Your manager's involvement in your development is pivotal. Their support, guidance, and active participation are essential ingredients for your success. Their engagement could be the difference between unlocking your full potential.

But what exactly should your manager do? How much should they be involved, and how can they best support you?

Here are four essential actions your manager should take before you kick off your program, and four ways they can support you during and after your program. We’ve also included four things your manager should avoid at all costs.

Before the Leadership Development Begins:

In advance of your development program, your manager assumes the role of a strategic guide, laying the groundwork for your success. Here's how they can facilitate your progress:

1. Providing support: Your manager gets off on solid footing by offering consistent support, removing any obstacles that may get in the way.
2. Establishing connections: By leveraging their network, they facilitate access to resources that will aid in your development.
3. Conducting courageous conversations: They engage in direct and candid discussions, providing career-related feedback and addressing challenges to foster an environment conducive to growth.
4. Optimizing your advancement: Your manager works to ensure that your successes are recognized and that opportunities for your advancement are fully optimized.

During and After the Leadership Development Program:

As you go deeper into your leadership journey, your manager's involvement remains pivotal. Here's how they sustain momentum:

1. Showcasing skills: Your manager actively highlights your competencies and accomplishments, underscoring your strengths as opportunities arise.
2. Providing collaborative support: They work alongside you to leverage learning opportunities that benefit both you and the organization.
3. Cultivating trust-based relationships: Your manager fosters an environment of trust, facilitating open and honest dialogue to identify strengths and areas for improvement.
4. Conducting regular check-ins: They maintain consistent communication, offering guidance, feedback, and support to ensure your continuous growth and development.

Avoiding Missteps:

To ensure your development trajectory remains unhindered, your manager steers clear of the following:

1. Micromanagement: Allowing you the autonomy to explore, learn, and adapt without constant oversight.
2. Minimizing efforts: Acknowledging and valuing your contributions, regardless of immediate visibility or impact.
3. Not prioritizing check-ins: Ensuring that meeting time to touch base remains on the calendar and provide space to discuss learnings and needs for continued development.
4. Withholding support and feedback: Providing ongoing support, constructive feedback, and recognition to foster motivation and commitment.

At Her New Standard, we're passionate about empowering leaders like you to reach new heights. We've seen firsthand the incredible impact of managers who are actively involved in their team members' development journeys. That's why we make it a priority to emphasize the crucial role of managers in our programs. By working closely with your manager and ensuring their active participation, you can maximize the effectiveness of your leadership development experience.