Leadership is a skill that doesn’t come naturally to everyone, especially when it comes to transitioning from being an individual contributor to leading a team. In many agencies, the best designer, developer, ads person, sales person, or account manager gets promoted to a management position without receiving any formal leadership training. However, being great at a specific job doesn’t necessarily mean that someone will be a great manager or leader. Effective leadership requires a different set of skills—skills that need to be cultivated and developed through a comprehensive training program.
Here’s how to develop a leadership training program that empowers both agency owners and their leadership team members to become effective leaders.
1. The Foundation: Understanding Leadership vs. Management
The first step in any leadership training program is to help participants understand the fundamental difference between being a top performer in their previous role and being a successful leader or manager. The main responsibility of a leader is to empower their team members to do the jobs they were hired to do and to hold them accountable for their performance. Leadership is not about doing the work for the team but about guiding and supporting them to achieve their goals.
Why This Distinction Matters
- Empowerment Over Control:
Many new managers struggle with letting go of control. They were used to being the go-to person for getting things done, and now they have to step back and trust others to do the work. The first lesson in leadership training is teaching managers how to empower their team members rather than micromanaging them. - Accountability is Key:
Another critical aspect of leadership is holding people accountable. New leaders need to understand that part of their role is to ensure that their team members meet their goals and perform to the best of their abilities. This means setting clear expectations, monitoring progress, and addressing underperformance when necessary.
2. Letting Go of Control and Empowering Others
One of the biggest challenges for new leaders is learning to let go of control. This is especially true for individuals who have been promoted because they were the best at what they did. They may feel that they can do the job better or faster than their team members, which can lead to micromanagement and a lack of delegation.
Training Leaders to Empower Their Teams
- Delegation Skills:
Teach new leaders the importance of delegation and how to do it effectively. This includes identifying which tasks should be delegated, selecting the right team member for the task, and providing the necessary resources and support. - Building Trust:
Empowering others requires trust. Leaders need to trust that their team members are capable of doing the work and making decisions. This trust is built through open communication, clear expectations, and providing opportunities for team members to prove themselves. - Overcoming the Fear of Letting Go:
New leaders often struggle with the fear of letting go because they worry about mistakes or failures. Training should address these fears by helping leaders understand that mistakes are part of the learning process and that their role is to guide and support their team through challenges.
3. Communication and Closing the Loop
Effective communication is at the heart of successful leadership. Leaders must learn how to communicate their expectations clearly, check for understanding, and ensure that the communication loop is closed.
Training Leaders in Communication Skills
- Setting Clear Expectations:
Leaders need to learn how to articulate their expectations in a way that is clear and actionable. This includes defining what success looks like for a given task or project and outlining the steps required to achieve it. - Checking for Agreement:
It’s not enough to simply communicate expectations; leaders must also check for agreement. This means confirming that the team member understands what is expected of them and that they are committed to meeting those expectations. - Closing the Communication Loop:
The communication loop is closed when the leader receives confirmation that the task or project has been completed as expected. This feedback ensures that there are no misunderstandings and that the leader can address any issues promptly.
4. The Mental Shift: From Team Member to Team Leader
Becoming a leader requires a significant mental shift. New leaders must transition from being a team member who executes tasks to being a leader who guides, supports, and holds others accountable.
Helping Leaders Change Their Identity
- Understanding the New Role:
New leaders need to understand that their role has fundamentally changed. They are no longer just responsible for their own work; they are now responsible for the success of their entire team. - Adjusting Behavior:
This shift in identity often requires changes in behavior. Leaders must learn to lead by example, demonstrating the behaviors they expect from their team members. They must also learn to step back from the day-to-day work and focus on strategic oversight. - Recognizing the New Responsibilities:
Leaders must recognize that their success is now measured by the success of their team. This means focusing on coaching, mentoring, and developing their team members rather than just completing tasks themselves.
5. Holding People Accountable
One of the most challenging aspects of leadership is holding people accountable for their performance. Leaders need to be comfortable enforcing consequences when team members fail to meet expectations, especially when those team members have been given all the tools they need to succeed.
Training Leaders to Enforce Accountability
- Setting Goals and Expectations:
Leaders must set clear, measurable goals for their team members. These goals should be aligned with the overall objectives of the agency and should be used as a basis for evaluating performance. - Monitoring Progress:
Regular check-ins and performance reviews are essential for monitoring progress. Leaders should provide ongoing feedback and support to help team members stay on track. - Enforcing Consequences:
When a team member fails to meet their goals, leaders must be prepared to enforce consequences. This might involve additional training, reassignment of tasks, or, in some cases, termination. Leaders need to understand that maintaining a high-performing team sometimes requires making tough decisions.
Conclusion
Developing a leadership training program is essential for building strong, effective leaders within your agency. By focusing on key areas such as letting go of control, empowering others, effective communication, making the mental shift from team member to leader, and holding people accountable, you can equip your leadership team with the skills they need to succeed. Remember, leadership is not about doing the work for your team; it’s about guiding, supporting, and empowering them to achieve their best.