The Work of Nick Roud, Leadership Coach
Why It’s Important To Invest In Emerging Leaders?
Why did we let that one go?
Is often heard around the executive table. Sometimes its not about the money its about professional development and more often than not the emerging leaders will get their time, its not a matter of if more timing.
Professionals leave organisations for a variety reasons each with his/her own drivers. For years we have seen evidence which shows it’s not just down to the pure financial aspects. One of the top reasons professional development is always right near the very top is because it is very important. A global survey in 2023 stated 64% of newly appointed mangers have little to no development and are left to sink or swim. This is not going to end well is it. The newly appointed person will fall quickly onto what got them to earn that position.
Executives are sometimes squashed between a rock and hard place when looking to promote into a bigger role someone who is exceeding in their current position. That individual is seen by the executives as too valuable in their current role. Are they therefore held back? Would things really fall over if that person was promoted? How is that decision developing others to step up into a new position and so it goes on.
One characteristic that I see in emerging leader is that they are open to learning, failing and growing! They will be patient but only for a period of time. Driven by a desire to lead very soon the person will start to look around at his/her options. In doing so this potentially leaves the door wide open for your competitors and or other organisations to come in and take your best people right from under your noise and then you are left with two holes, one being the talented emerging leaders position to fill and secondly what will that person resignation do to the organisations culture.
We mustn’t underestimate the ripple effect that happens when a good person moves onto a new organisation.
It goes to show that good things do take time. Today I got a text from an emerging leader who I had the pleasure and privilege of coaching three years ago, in her message she let me know that today was her first day as the General Manager of an organisation. During our time working together we went through gaining insight and evidence on her current leadership approach, she completed her RLA360 with key stakeholders to understand how they perceived her as a leader what was she strong in what areas might she want to develop etc. She put in the hard work and how proud I was for her to hear her dreams had come true. She will go onto be an impressive leader one where many will want to follow her.
We also hear all be it more publicly this happen in sports, rising stars who have been part of the academy system now starting to knock on the door of first grade, loyal to the club, passionate about the future sold off to a rival club. Then very quickly that player takes the world by storm! Fans, sponsors and the club question why did we let that individual go? People talk, people question and nearly all have an opinion.
When promoting or not promoting an emerging leader into a bigger role executives are also mindful that there are only a few positions at the top table. We know their is only on Chief Executive Officer, one Chief Financial Officer, one Chief People Capability & Learning Officer one Chief Marketing Officer etc. Again timing and communication is going to be critical for an executive to navigate this talent pool. The top table has to complement each other and hired for the future direction of an organisations vision.
In a recent global survey it pointed to a similar theme, of the 25-45 year olds surveyed the #1 request that came for 78% of them was financial support to up-skill and acquire new leadership skills.The #2 request was that of salary! Interesting!
In our one on one emerging leaders coaching we are typically asked by an organisation to partner and coach an individual who has been earmarked as a future executive. It is a huge privilege to work closely with that individual over a six month period as they get clarity through leadership assessments on where they see themselves right now as a manager/leader, how others perceive them across nine leadership areas and together lay out an individual leadership development plan that will sharpen up their strengths and lay helpful areas to be mindful of development areas things that may well be holding them back. Once those assessment are completed and a plan is created the manager/leader will also work on his/her purpose, what is their core purpose and how is that aligning to their professional leadership development.
No one is ever ready to step into a bigger role, we all have phases of excitement, fears apprehension, self doubt. Working with me as your executive leadership coach we start to get clarity on what is triggering those thoughts and allowing the good thoughts to remain and the negative ones to remain but not take over the mind.
What are the benefits of coaching?
- self awarness
- understanding strenghts
- understanding development opportunities
- improve thought leadership
- increase self-confidence
- managing oneself and leading others
- leading effectively
- external sounding board
Nobody I work with comes to me to fix things. They come to me to improve and grow as a future leader. Organisations don’t use coaching as a last ditch effort to save the person – it’s part of their ongoing leadership development plan for future leaders. The organisation is investing in you because they want you to be at the company for some time and when ready to step into a bigger role.
As organisations and executives start to plan out their future pipeline they will appreciate that investing in their biggest asses which is their people will set them up for long term success. Retaining quality people is more than just a salary increase.
If would like to understand and or discuss more about leadership coaching then call me directly on +6421375630 or email me directly
Nick
Glossary of Terms:
Emerging Leader; seen as high achievers within an organisation that show leadership potential. These emerging leaders tend to rise to the occasion, calm under pressure and loyal to the vision of the organisation.
Leadership Coaching Process; structured, evidence based process. 6, 9 or 12 months. Includes leadership assessments, core purpose work, individual leadership development plan, readings.
Emerging Leader Coaching; a six month one-on-one coaching engagement, structured for emerging leaders. The individual will follow a structured accredited leadership coaching process that will enable the leader to grow and develop professionals. This leadership development coaching is certified and accredited.
Leadership Assessments; evidence based leadership questions, the RLA360 ad RLA look at the emerging leaders current strengths, areas of development. Completed by the emerging leader and key stakeholders
Executives; typically the Chairman of the Board, Board of Directors, Chief Executive Officer and his/her direct senior leadership team.
Nick Roud is a leadership coach. His work has won many awards around the world and he is a trusted coach to many CEOs, Executives and Emerging Leaders here in New Zealand and around the world. Check out his credentials here
nickroud.com | global award winning leadership coach | +6421375630
