You almost certainly know this situation: due to their good professional performances, employees are often offhandedly promoted to executive positions without being sufficiently prepared. However, these positions don’t just require expertise – instead, human leadership skills are of great importance.
If you fail to prepare potential executives, they tend to feel overwhelmed by their new tasks, which in turn they fail to complete to your satisfaction.
Therefore, in this issue we are going to provide you with 3 tips on how to properly prepare and coach “new” executives, so they can reach their full potential.
Newly promoted employees are most likely to find themselves in a kind of intermediate position between top management and colleagues. The challenge of this position is to transform strategic management decisions into work instructions for employees.
A study conducted by the consulting company Hay Group identifies 3 ways to successfully lead so-called “sandwich managers”, and make them feel strengthened in their role.
First things first: be open! In this context, that means that you should always be ready for conversation and schedule some time for it, too. As a coach, always show the willingness to answer questions and talk about difficulties.
Practice transparency! Explain any reasons for your corporate strategy as well as for upcoming changes to your new executive. Highlight your company’s goals - the only way to enable them to convincingly communicate corporate interests to employees is to get them on board.
Why is middle management so important to your business? This is the question that needs to be answered. Emphasize the position’s importance as a link between top management and the operational level. Make sure to show them how essential the implementation of strategies is in your business. You should always bear in mind that executives help employees to make successful progress.
Being a sandwich manager, you need skills and competencies that cannot be acquired learning-by-doing. It is crucial for “new” executives to further develop their competencies – especially when it comes to “employee management”. You should support that by enabling your executives to participate in trainings to an extent that allows them to successfully fulfil their new role