Every Company Has a Leadership Checklist to Become a New Manager
The list is either implicit or explicit, but it exists. If you dream of a role in leadership, your first step will probably be as a new manager. To turn your leadership aspirations into reality, you should spend some time considering what it will take to successfully lead others.
Are You Ready to Lead Others?
Are you likely to shift from your success being dependent upon your own contribution to being dependent upon the success of others?
What the Best Leaders Do – A Leadership Checklist to Become a New Manager
The best new managers demonstrate a host of leadership characteristics that mark them as eminently capable of inspiring others to follow them. Why don’t you check yourself against this leadership list? Then where you are lacking, figure out what you can do to strengthen that weakness.
Great leaders, and therefore great new managers, are:
Great leaders know where they are strong, where they are weak and where they need to improve.
2. Exceptional communicators
Effective leaders have excellent interpersonal skills and are able to effectively communicate with all levels of employees and other stakeholders.
Strong leaders don’t try to pretend to be something they are not. They value integrity above all. They understand there are no shortcuts…that honesty is not a commodity to be trifled with.
Top tier leaders are able to withstand the constant change and associated pressure that comes with leading others and with the fast pace of today’s business environment.
The best leaders are responsive to change and able to adjust as needed to adapt to important market shifts.
The best leaders have a sincere interest in helping their employees grow and succeed. They are emotionally intelligent and committed to providing learning opportunities and coaching for growth.
Great leaders have an ability to communicate their passion and commitment in a way that inspires others to engage wholeheartedly in the challenge at hand.
Rather than paying attention only to day-to-day tactics, effective leaders know how to build a strategy for success and how to implement it. They look toward a business that can be sustained for the long-term and are able to keep their “eyes on the prize” while, at the same time, to adjust as needed to stay the course.
The Bottom Line
How do you compare against this leadership checklist to become a new manager? It’s a pretty demanding list of leadership qualifications to be sure. But if you start slow, you can build toward the ideal.
To get started, take on a small leadership role…volunteer to run a small project in your community or at work. See how you like managing others and see how that role likes you.
If you want to learn more about creating high performance managers, download The Six Management Best Practices that Make the Difference Between Effective and Extraordinary
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Over the years, both at 3Com and now at Redback, I’ve found LSA Global to be a valuable resource. The recent compliance program that they delivered for Redback’s executive and management team was the right solution, of the highest of quality, and customized to our business and culture. I would highly recommend LSA to any company looking for top quality solutions.
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LSA custom designed a Management Development program that is absolutely “on target” for our technical managers. Their facilitator has done a superb job delivering the material in a way that is fast paced, highly interactive, and fun. She presents practical solutions to the people situations that our managers face every day. I regard LSA as an excellent partner that understands our business needs and a virtual member of our HR department.
Vice President Human Resources
I’ve been associated with LSA for the last 8 years and have found them to be an extremely professional, well managed full service training organization. Since working with LSA, I’ve participated in a number of solutions ranging from Performance Management to Assertiveness Training – I’ve found that the quality of the resources is superior. They are well prepared and have definitely done a considerable amount of pre-work in order to customize our culture and business into the total learning experience – making it most beneficial for our employees.
Human Resource Manager
LSA’s Employee Engagement Consulting and Survey work has provided critical visibility into: how well our people are holding up under the general economic environment, as well as, the specific challenges that face biotechnology companies in their efforts to discover and develop new medicines; their level of alignment and commitment to XOMA’s Vision and mission critical strategies; how leadership practices and management systems support an environment that engender commitment, and the specific actions that our leaders can take to improve on areas that are important to our people. I highly recommend LSA’s employee engagement solutions.
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Vice President of Human Resources
In my years working with LSA, it seems like I’ve had a personal consultant at my fingertips to help me identify just the right solution to satisfy our needs. The entire LSA team has become a trusted friend of Actel — assuring we provide state-of-the-art learning to meet our complex, high-tech business and people needs.
LSA helped us design and deliver a blended learning solution for our leaders to help drive our growth plans in a way that aligned with our specific culture and values. LSA understood our business, had deep expertise in the content areas, tailored the programs to fit our specific needs, and delivered great results. They constantly strive to deliver business impact and align their solutions with our business initiates, culture, and performance management systems. I highly recommend them to anyone looking to take their leaders to the next level.”
Beth A. Taylor
Vice President of Human Resources
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