New managers are often given loads of additional responsibility with very little additional support. There are five ways organizations should support their new leaders.
New leaders should receive formal recognition and guidance, no matter how temporary their role.The vast majority of managers didn’t necessarily set out to become leaders in their organizations. What usually happens is this: Those who are very good at their jobs are given more and more work. Over time, they need people to help them. If they are willing and available, these people are given supervisory responsibilities, sometimes informally at first.
Without support and guidance from above, new young leaders often have a hard time establishing their credibility and getting others to respect their new authority. Under these circumstances, new managers are likely to soft-pedal their authority with some people and disproportionately lean on others. Way too often, new leaders are set up for frustration and failure.
Explain that this new role carries with it real authority. It is a huge responsibility that should not be accepted lightly. Make sure you formally deputize any new leader, no matter how small the project or how short the duration of the leadership role. Don’t just whisper it in the new leader’s ear: “I want you to take charge of this project and make sure everyone on the team pulls their weight.” You need to announce the new leadership to the whole team, articulate the nature of this person’s new authority, and explain the standard operating procedures for management that you have asked the new leader to follow.
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