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The 5 Top Challenges of Transitioning To Leadership
Moving into a leadership role is probably the biggest step you will have ever made in your career to date. Like most people you are going to overcome some challenges in order to make that move into leadership a success. While we all will have our own personal challenges here are 5 common challenges that I notice people encountering.
Challenge # 1: Letting Go
When people are promoted into leadership roles, one of the traps they often fall into is continuing to do all of the things they previously did. They then try to squeeze their managerial and leadership responsibilities into an already full schedule.
Think about it. You were probably 100% utilised before being promoted. If you continue to be 100% occupied on what you did previously, how will you make the time to manage or lead?
You need to be willing to let go of things, not just the tasks that you did not like doing but also the stuff you loved doing.
Challenge # 2: Stepping Into Your New Role
When you are promoted into a management or leadership role, you have a new job. The new job requires you to:
• Deliver different outcomes
• Get results through others
• Manage upward and downwards
While you understand this conceptually, it can often be difficult to step into the new role.
Challenge # 3: Others Agendas
Imagine you have been providing financial support to one of the areas of an organisation and have been doing a great job. You have just been promoted to a role that cuts across a range of areas of the business.
It is possible that the area of the organisation that you have been doing a great job for might want you continue to have them as a priority. They know you, trust you and can rely on you for great service.
It is all too easy to say yes. The area of the business that you previously supported is happy. However, what is the impact on you delivering in your new role?
Challenge # 4: Resentment
Every time some gets a job, someone else is unsuccessful. While most people will accept that the selection panel chose the person, who in their opinion was the best candidate for the job, others won’t.
You might find that there is resentment of you. Your ideas might be blocked or undermined.
Taking the time to understand the views, worries and anxieties of those who are resentful can go a long way to making progress.
Challenge # 5: Acknowledging Your Development Needs
You might say to yourself that you have been appointed to the role so why would you need to think about development needs. The truth is that in any selection decision, it is highly unlikely that even the successful candidate will have a tick in every box.
Think about it, if there is no growth opportunity, why would you want the job in the first place? You also want to keep in mind your future aspirations and career plans.
Duncan Brodie of Goals and Achievements helps professionals successfully transition into leadership roles. He invites you to sign up for his free audio course
About the Author Duncan Brodie
Since 2006 I’ve worked with in excess of 8,000 accountants and professionals in workshops, seminars and one to one helping them land their next jobs and become better leaders, presenters and business partners. Before that I spent 25 years in accountancy climbing the career ladder from Payments Clerk to FD. I’m a CIMA Fellow, Certified Professional Coach and Team Coach Facilitator.