In short
The path from individual contributor to manager happens naturally most of the time, but that does not automatically bring with it the development of the skills that a new manager needs to be successful in the new function.
Managerial roles require a change of mindset and a different skillset, but too few times, newly appointed managers have training on any of these dimensions.
After years of expecting the best performing employees to naturally evolve into charismatic leaders, organizations understand that an intentional approach to this transformation process, with a personalized curriculum, is necessary.
Leadership Academy
It is a transformational program that ensures the success of the transition to the role of manager, transforming knowledge and know-how into practical skills and daily habits.
The result is rapid performance in the new role, solid motivation and commitment, and team coordination capabilities.
The Multiplier Model
Multiplier type leaders amplify the intelligence, talent, capacities and abilities of those around them. The development of a multiplier mindset in employees with a management role is one of the investments with the highest return-on-investment for companies because the positive effects are seen at the level of the entire organization, not just the team led by the respective managers.
Programs to develop such a mindset work on a number of key dimensions:
Using coaching as a tool for growth and motivation in the team Creating a sense of responsibility without pressure and threats Providing opportunities to develop and demonstrate skills Using feedback as a working tool Refraining from constantly giving answers and behaving like a "know" it all" Refraining from a micro-management approach Giving team members the opportunity to make decisions that positively impact the organizationManager as a Coach
Improve the influencing skills of managers to better implement the development tools and methods that allow them to discover the potential of the people in the team, motivate them and increase their performance.
The concept itself enables a shift from the traditional command-and-control leadership style to a more collaborative and supportive approach.
When managers adopt a coaching mindset, using feedback as a tool for growth and development, they can empower their teams to take ownership of their work and overcome their role limitations, leading to increased employee engagement and increased performance .
Such programs transform feedback and coaching itself from tools into habits practiced in real situations in the life of a business and develop the skills to use evocative and exploration-oriented questions.
Assessment Center
Programs of this type allow the observation and evaluation of behaviors in practical situations, separated from the company's daily activity, which provides a predictor of real performance in various roles.
They are recommended as tools in promotion decisions, talent management, establishing succession plans, recruitment.
They are held over one or more days and involve various tests, providing evaluation reports and feedback sessions at the end.
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