Tanveer Naseer

Leadership Coach, Speaker, and Writer

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

Will You Be Ready?

Questions about road ahead

Last month I had the privilege once again of speaking at the commencement ceremony for the regional high school where I serve as Chairman of their Governing Board. It was a privilege not only because I was able to participate in a very important event for both the graduating students and their families, but also because it gave me the opportunity to reflect on the experiences and perceptions these future leaders and employees have of our world.

As I mentioned in the speech below, this latest cohort of graduates represents the beginning of a generation of students who’ve grown up in a world where change has not only been grand in size, but great in speed. Perhaps more importantly in terms of today’s organizations, we’re also beginning to see the next wave of future employees who are not only comfortable with change, but expect it.

For this group of newly minted graduates and for those next in line, change is the new constant. As such, they don’t share our drive to Click here to continue reading »”Will You Be Ready?”

Finding Our Passion Through Our Strengths

One of the themes I’ve been writing about on my blog is the importance of focusing on our strengths, of nurturing those innate abilities/talents people bring to our teams or companies to benefit both our businesses as well as our employees. This got me to thinking about the relationship between what our strengths are and what we define as our passions; of how those strengths not only allow us to succeed but end up defining that internal drive we all have to pursue a specific goal or objective.

To help demonstrate this connection between our strengths and passion, here are three stories of individual pursuits in the field of sports, business and the arts.

Jon Montgomery – Gold Medallist, 2010 Vancouver Olympics

As with most people, Jon Montgomery had big dreams growing up, of what he’d like to do with his life. And one of those dreams was being able to represent Canada at the Olympic Games, and especially winning a medal for his country. So, he figured his best bet to making that dream a reality would be to take up playing hockey and working at landing a spot on the national team. However, he would soon learn that Click here to continue reading »”Finding Our Passion Through Our Strengths”