{"id":12008,"date":"2024-02-28T22:03:54","date_gmt":"2024-02-28T22:03:54","guid":{"rendered":"https:\/\/glennahecht.com\/?p=12008"},"modified":"2024-02-29T03:28:44","modified_gmt":"2024-02-29T03:28:44","slug":"the-leadership-leap-promoting-potential-into-performance","status":"publish","type":"post","link":"https:\/\/glennahecht.com\/the-leadership-leap-promoting-potential-into-performance\/","title":{"rendered":"The Leap Trilogy 2 \u2013 The Leadership Leap: Promoting Potential into Performance."},"content":{"rendered":"

Take the Leadership Leap<\/strong>. How do you balance the delicate dance of promoting someone into a new role when uncertainty looms large? It’s a leap of faith<\/strong> that requires equal parts intuition, discernment, and courage.<\/p>\n

Consider this scenario: You have a talented team member who has shown promise and potential but promoting them into a new role feels like stepping into the unknown. Doubts linger, questions arise, and the fear of making the wrong decision looms large. Yet, deep down, you sense this individual has what it takes to rise to the challenge and excel in the new role.<\/p>\n

How do you navigate this Leadership Leap with confidence and conviction? <\/strong><\/p>\n

Reframe uncertainty as an opportunity for growth and discovery. Instead of allowing doubt to paralyze your decision-making process, embrace it as a catalyst for exploration and innovation.<\/p>\n

Engage in candid conversations with the team member, discuss their aspirations, strengths, and areas for development. Identify what motivates them to move forward, what are areas of question\/concern, and if they are ready to “take on more<\/strong>.” Treat your discussion as an interview, ask the team member the questions you would ask an external candidate to have a clear benchmark of their skills and abilities. <\/p>\n

Seek feedback from peers and other leaders to gain additional perspective and insight. By gathering diverse viewpoints and soliciting input from others, you will gain a more comprehensive understanding of their potential to succeed in the role.<\/p>\n

Next, create a structured development plan that outlines clear expectations, milestones, and support mechanisms to facilitate a smooth transition into the new role. Offer opportunities for skill-building, coaching, and on-the-job training. This will support the individual’s success.<\/p>\n

But perhaps the most critical aspect of navigating this leap<\/strong> is trusting your instincts and taking a calculated risk. Leadership isn’t about playing it safe<\/strong>; it’s about making bold decisions in the face of uncertainty and backing them up with unwavering confidence and support.<\/p>\n

Remember, there are no guarantees in leadership, but there are opportunities for growth, learning, and transformation<\/strong>. By taking a chance on someone’s potential, you’re not just investing in their future; you’re investing in the future success of your team and organization as a whole.<\/p>\n

So, the next time you find yourself hesitating to promote someone into a new role, remember this: Leadership isn’t about having all the answers; it’s about having the courage to take the leap<\/strong> and trusting in your ability to navigate the unknown.<\/p>\n

With courage and conviction, embrace the uncertainty, seize the opportunity, keep believing, keep empowering, and keep leading with confidence.<\/p>\n

If the highest aim of a captain were to preserve his ship, he would keep it in port forever. Thomas Aquinas<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"

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