Tanveer Naseer

Leadership Coach, Speaker, and Writer

Are Your Supporting Your Organization’s New Leaders To Succeed?

A closer look at why it's important for organizations to not overlook providing support for the new leaders their management ranks.

Over the past few months, I’ve written a number of articles that examined from different vantage points the importance of leaders providing support and guidance for those under their care.

Judging from the response these pieces received, it’s clear that these ideas and insights certainly resonated with my readers. And yet, the truth is that when it comes to discussions about providing support to members of our organization, there is one subset that unfortunately gets overlooked in these conversations. The group I’m referring to are those employees who’ve recently been promoted into leadership roles.

To understand the unique challenges they face, we must first consider the process by which many newly-minted leaders are selected for taking on these new roles.

In most cases, being offered a leadership role is treated as a promotion – either to reward an employee’s past achievements, or to ensure their talents and skills are retained within the organization. Consequently, organizations end up with people in leadership positions who don’t have the proper skills and mindset to successfully lead others.

Indeed, a recent study by Gallup found that 82% of current managers lack the skills and aptitude to be an effective leader, skills like being able to “motivate every single employee to take action”, creating a “culture of clear accountability”, building relationships with those they lead, and making decisions based on what’s best for the team and organization as opposed to just for themselves.

In other cases, the promotion of employees to new leadership roles is hastily done in response to the growing number of vacancies in leadership positions. For example, one study found that only 36% of surveyed companies were prepared to immediately fill vacancies in their leadership roles.

One of the more obvious issues these findings reveal is that many organizations are moving people into leadership roles too quickly, in that they lack sufficient leadership training and development to ensure they succeed in this new role.

Or even worse, they give leadership roles to people who don’t have what it takes to effectively lead others; that while they might be technically proficient, they don’t have knowledge, insights or skills necessary to take on the responsibility to lead others.

But the other issue these approaches to leadership promotion creates is that it Click here to continue reading »”Are Your Supporting Your Organization’s New Leaders To Succeed?”

Stop Aspiring To Lead And Start Leading By Giving Support

For organizations to succeed, leaders need to learn how to provide better support for their employees. Learn where to begin with this piece.
The following is a guest piece by Inc. columnist and NYU Adjunct Professor Joshua Spodek
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People who aspire to lead look upward in a hierarchy to find power and authority they can grab onto to pull themselves up. That’s why they’re still aspiring and not leading. People above them can sense their craving, which they can motivate them with, which makes them followers, not leaders.

Great, effective leaders support people, which means not looking up but looking around at people at all levels. Supporting people attracts them to your team. Support creates loyalty, dedication, and results. People who support become leaders because people want to follow them. They buoy themselves up through effective action, which means getting things done.

Why you don’t know how to support

The challenge to grow your teams, followers, and community is more than knowing you have to support people. Everyone knows what they should do in the abstract. The challenge is knowing how and doing it. Schools don’t teach it. Media don’t show this bread-and-butter but not dramatic part of leadership. What’s effective doesn’t sell movie tickets.

In my book, “Leadership Step by Step“, I treat support as the culmination of the leadership skills that you reach after mastering everything else. I think of it like the serve in tennis. It may be an important part of the game, maybe the most important, but it’s hard, so you don’t learn it first. Learning it requires Click here to continue reading »”Stop Aspiring To Lead And Start Leading By Giving Support”

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Helping Employees Regain Their Productivity After A Prolonged Absence

Around our house, nothing signals the end of summer more than helping our kids prepare for their return to the daily school routine. The arrival of the end of summer also means that companies are now returning to full strength with most of their employees having finished their vacation time away from work.

While taking a vacation break can provide us with the benefit of recharging ourselves and allowing us to clear our focus, there can be some feelings of ambivalence surrounding those first few days back on the job over what we may find awaiting us upon our return. This is especially true for employees who return to work after a prolonged absence from taking a maternity, paternity or sick leave.

Of course, returning to work after a prolonged absence can provide its own share of challenges to employees, issues which may not be obvious to the organization’s leadership or their fellow team members. Indeed, unlike employees returning from a holiday break, these employees have to contend with concerns over unexpected additions to their workloads or changes made to their role within the organization while they were away. Such issues can have a dramatic impact not only on their productivity, but also on their ability to ease back into their role as a member of your team.

With this in mind, here are three steps leaders can take to help their employees with the transition of returning back to work after a prolonged break. Click here to continue reading »”Helping Employees Regain Their Productivity After A Prolonged Absence”

Helping Others Embrace Change

 

Over the last two months, my oldest daughter and I have been visiting some of the nearby high schools during their open house events. Although she won’t be going to high school next September, my wife and I felt it would be helpful for her to get a better understanding of what high school is like, in preparation for that inevitable transition. I’ve had many parents caution me about how dramatically things will change when our kids start going to high school; of how they’ll no longer be those carefree little kids we fondly remember from those early years of being a parent.

As I’ve never given this much thought, I was curious about how I’d react to seeing my daughter walking around those hallways and classrooms, knowing that she’d be doing that again in just a few years as a student at this school. Despite all the warnings from other parents, I didn’t feel apprehension or wariness as we toured the various high schools in our area.  Instead, I found Click here to continue reading »”Helping Others Embrace Change”

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