Before you can successfully scale your company, you must focus on developing your team, especially when budget constraints prevent you from hiring experts to lead every department. You need to invite your current talent to rise and step into leadership roles that demand more than they might initially believe they can offer. This transition presents challenges and opportunities for new leaders and those who guide them.

Team members who are transitioning to a leadership role need to have adequate preparation and training for the benefit of the rest of the team members, and a Gallup study shared that when leaders and managers are trusted and inspirational, employees find meaning in their work, feel like part of your culture and perform better.

For example, employees who strongly agree they trust their organization’s leadership are 4.0 times as likely to be engaged and 58% less likely to be watching for or actively seeking a new job.

So, what will you need as a leader to provide to your first-time leaders?

As a general director or CEO, your responsibility extends beyond managing day-to-day operations. You must invest in your team’s development, equipping them with the tools and mindset needed to take on leadership roles.

Here are three key areas where your focus is essential:

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1. Time investment

Developing new leaders takes time and effort, and it requires a significant time commitment from you as a leader. This involves regular check-ins, mentoring sessions and ongoing support as your team members navigate their new roles. Time spent now will pay dividends as your team grows more capable and confident.

You can reduce one-on-one training sessions by creating a checklist of skills, books, videos and courses that this new leader needs to consume.

2. Education and training

First-time leaders often need more formal training or experience than seasoned managers possess. To bridge this gap, you must provide education and training opportunities tailored to their new responsibilities. Whether through workshops, online courses or one-on-one coaching, ensuring they have the knowledge needed to succeed is critical.

To execute his new position, these new skills must focus on emotional intelligence, strategic leadership and communication, not only technical development.

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3. Assumption of mistakes

Pitfalls and mistakes are inevitable, especially when individuals are learning on the job. As a leader, it’s crucial to foster an environment where errors are seen as learning opportunities rather than failures. This mindset encourages innovation and risk-taking, which are vital for growth.

To address team mistakes wisely, I recommend understanding the root of the error together and fixing it. This will allow your new leader to think strategically, learn from mistakes and be open to constructive conversations.

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So, what is required?

What is required of them to evolve and become first-time leaders? Stepping into a leadership role for the very first time is challenging. However, with the right mindset and effort, they can evolve into effective leaders.

Here’s what they need to focus on:

1. Communication is the cornerstone of good leadership

New leaders must learn to articulate their vision, provide constructive feedback and navigate difficult conversations with their team members. Developing these skills will enable them to lead their teams more effectively.

Your new leaders can significantly reduce their stress by having an execution methodology that allows for a communication rhythm, clear priorities and KPIs and real-time dashboards.

2. Extra effort and learning on the job

New leaders must be prepared to put in extra effort. They are learning while executing, which demands high dedication and resilience. Balancing their existing responsibilities with new leadership duties can be overwhelming.

As CEO, you must encourage first-time leaders by reminding them that training and education are important investments for their careers. Your team can feel more comfortable with sessions held remotely or in a self-paced learning format.

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3. Earning leadership

Leadership is not a title given; it’s a role earned through respect, trust and consistent performance. New leaders must understand that their authority will be recognized only when they demonstrate their capability and commitment. They need to lead by example, showing that they are worthy of the trust placed in them.

Transitioning into a leadership role is both a challenge and an opportunity for growth, not just for the individuals stepping up but for the entire company. By investing time, education and understanding into your team’s development, you lay the foundation for a stronger, more capable organization. Likewise, as new leaders embrace the challenges of their roles, they contribute to the company’s collective success. In the end, your company’s growth hinges on your people’s growth.