There is a growing trend and necessity for leaders who come from a primarily technology-focused background as a developer or a designer to move into a leadership role.
How effective are you as a leader stepping into this role?
How well as a leader making this promotion are you managing your employee's transition into this position?
Here are the top 5 coaching tips for moving yourself as a technology specialist or one of your tech team members into an effective, team leadership role.
Coach The New Leader Before The Move
Give the learning resources to the new leader as and when they need them. Do they already have the experience of developing and leading a team? Some do not. In this case, giving them resources to help them transition into the role at speed is essential. Ask your leader how they want to learn and if possible give them the option of self-learning online or with a teacher/ mentor/ coach. In any way, encourage structured learning as this person moves into the role and ensure this time is put aside for this before they move.
For the new leader, learn about taking on a leadership role. Read about creating high performing teams and the type of team you would like to lead and develop. Will this be self-managing? Self leading? How will you make this transition?
Plan/ Communicate Desired Outcomes And Goals
What is the expectation after this move? For the new leader and the senior leadership? How will you behave during the first few months? Will you observe for 3 months then make the changes needed? Set clearly defined expectations from the senior leadership for the person stepping into this role. Understand timelines for results. This will close any potential perception gap.
Communicate The Move
From the senior leader promoting someone into a team leadership position. Ensure when and how this is communicated is done with clarity. Especially to the team which is going to be led. You may want to speak to key team members individually and then send out a communication to the wider team members and organisation.
Set Up Regular One 2 One Meetings
Using these meetings for mentoring, feedback and coaching is essential as well as ensuring the team member is on track. If you are a new leader going into this role, be bold and set these meetings up yourself with an agenda for effectiveness, valuable feedback and alignment of progress.
Create Psychological Safety
Mistakes will be made, this is inevitable. Creating a safe environment for talking about this and giving constructive feedback to move forward is essential. Remember, innovation has come from trying something new, being patient and when this is not a success, learning from it.
All of the above will help you develop yourself or develop your new leaders rapidly and accelerate your teams into high performing and happier people who produce greater results. Taking the time to plan and coach people ensures success for you/ your organization!
Caroline Langston is the Co-Founder of Successful Consultants Ltd, an Executive, Personal and Career Development Coaching company in Hong Kong and New York. She is also the Founder of recruitersgiveback.org a nonprofit providing free information and coaching to people who are unemployed. Caroline is dedicated to coaching people for success and happiness in their careers and lives. She is degree qualified with a Certificate in Professional Coaching Mastery from the ICF, a Certificate in Team Coaching from the EMCC. Also further certifications in Neuro-Linguistic Programming at Master Practitioner and Coach level. www.successCL.com www.recruitersgiveback.org