TRANSITION TO LEADERSHIP TRAINING

Introduction: "Why the need for a transition"Leaders have a view of the big picture in mind. But the
Human beings generally thrive on personalchallenge for leaders lies in balancing the needs of
achievements. True leaders, on the other hand, thrivemany stakeholders: owners, employees, customers,
on the achievements of their team members. Highlyand community. Because of this challenge, team
effective leaders guide, assist, and coach teammembers can feel alienated when unpopular decisions
members rather than do the work themselves.must be made. Leadership can be hard. It is impossible
Successful leaders learn to trust others and spendto please everyone all of the time. While the need for
time developing people. They often do not possessbelonging and connecting with the group is important,
these abilities when they first assume a leadershipleaders know the mission and vision takes
position. These abilities develop over time. New leadersprecedence. Sometimes a leader should make waves,
can create a rift with employees because the leaderchampion change, and challenge people's comfort
may become too "hands on," thus frustratingzone. Leaders may not always relish conflict, but they
employees with too many controls and overare not afraid of it either. Leaders are guided by
supervision. The transition to leadership may alsostandards, principles, and core values. Leaders focus
create some personal tension because the leader'son what is right, not who is right.
self-worth now depends on the efforts of others. InLeaders know they can't make people happy. People
short, a successful transition to leadership meanshave to take ownership and control of their own
leader's have to shift their orientation and source ofhappiness. Leaders do not focus on personalities
self-esteem, develop confidence in others and derivefactors. At times, the individual self-interests of a team
satisfaction from their achievements.member may be in opposition with the interests of the
The Substance: "How to make the transition."group. Leaders concentrate on shared interests and
Successful leaders re-define their need for power andthe team goal. Consequently, the driving force behind a
control. Team members normally value a certainteam is a leader who treats team members with
amount of freedom and autonomy. People want torespect, while keeping the vision in mind. People are
influence the events around them and not be controlleddifferent and you have to treat people differently yet
by an over-bearing leader. When you are the individualfairly.
contributor, close to the work itself, you are the masterConclusion: Gaining a positive outlook.
in control of your circumstances; your personalThe process of transitioning into a leadership position
performance has a big effect on your satisfaction andcan be smoother if leaders can monitor and manage
motivation. The situation is different when you becometheir outlook and perspective. Leadership training,
a leader. Your personal contribution is less direct; youeducation, tools, and systems are very important.
often operate behind the scenes. Coaches work bestHowever, without the right outlook, new and even
from the sidelines and during practice and intermission,veteran leaders will experience serious difficulties and
not when the lights are on and the game is under way.unrest. Reflect and examine your own leadership
Leaders create frustration for everyone when they tryattitude and perspective. Develop an intentional plan to
to be involved in every project and expect teamwork on areas that need improvement. Build your skills,
members to check-in before beginning every task.and get a coach or mentor to help you. Be proactive,
World-class leaders delegate. They learn to trust. Thisset goals, and track progress. Notice your behavior
means giving up some control. Leaders learn to livepatterns. Don't take over a task when someone is just
with the risks and knowledge that someone else maylooking for your input. Be patient. Leadership training is a
do things a little differently. Every person is unique, andlife-long development process. Don't be afraid to share
they will individualize certain aspects of their work.your goals and vision with your team members.
When leaders don't empower and delegate, they canPositive change can occur with commitment and
become ineffective and overwhelmed. In turn, teampersistence.
members feel underutilized and therefore lessCMOE was founded in 1978 with the vision and
motivated.mission to help improve individual leadership and team
Finally, leaders learn to transition in other critical ways.member skills within organizations.
They learn how to live with occasional feelings ofFor professional information on leadership training, visit
separation and people don't always accept theirCMOE or contact us at (801) 569-3444. ©CMOE
decisions when faced with gut wrenching situations.Inc. 2005 - Written by the CMOE development team.