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How to Make a Successful Transition as Leader
John Eades
23 May
Getting a promotion is intoxicating.
It’s a high filled with joy, accomplishment, and personal pride. While all those feelings are good, they do nothing to properly prepare you for what’s coming next.
Whether you got promoted because of previous performance, out of necessity, as a retention tool, or because you exemplified excellent leadership skills, the responsibility of leading other people is your new reality.
If you want to ensure a successful transition to leadership or you want to help others, this week is for you.
I. If you aren’t committed to acquiring wisdom, you shouldn’t lead others.
What it means:
Wayne Dyer said that when you squeeze an orange, what comes out is orange juice. When you get squeezed, whatever comes out is what is inside of you. No one, including your new team members, will ask you to be perfect or to have all the answers. However, they should expect you to be a student of leadership who strives to apply what you learn.
Dr. Myles Munroe wrote:
Knowledge is information
Comprehension is comprehension
Wisdom is application
Of all the great leaders I have studied, I have yet to meet one who isn’t a student of leadership.
II. Just because leadership is hard doesn’t mean it’s not worth it.
What it means:
One of the most popular things we hear in the Accelerate Leadership Program from managers is, “Being a leader is hard.” There is truth to those comments because taking responsibility for someone else’s actions isn’t for the faint of heart.
However, it will be hard but it will also be worth it. Seeing someone else become a better version of themselves and reach their potential is one of the most rewarding and meaningful things anyone can do for another person.
Don’t allow the hard to keep you away from your calling.
III. Leaders get what they emphasize, and what they tolerate, they encourage.
What it means:
To successfully make a transition from individual contributor to effective leader, you must grasp this essential principle. The behavior of team members will mimic what you emphasize and what you tolerate; it will continue.
While it might seem like you are doing a team member a favor to turn a blind eye, you are doing the opposite. A great coaching question to ask yourself today:
“Is what I am emphasizing in alignment with world-class performance.”
Keep Leading Your Best,
John Eades | CEO LearnLoft
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Desire vs. Dedication: Which One Do You Need for Success (Podcast)
“You have to want it, then you have to work for it in order to win it.” - Deion Sanders
In the latest episode, John Eades covers:
The difference in desire vs. dedication
The Disappointment Gap
How to increase Desire
How to increase dedication
You can not listen on iTunes or watch on Youtube!
Today’s Leadership Trivia — Guess Right and Win
Provide your insight into today’s poll and be entered to win a free digital copy of the 64-Day Excellence Planner. Congratulations to Taylor Ridley for winning the Digital Version of 64-Day Excellence Planner!
Should every manager have a leadership growth plan?A working document to track and measure growth |
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