Give your high-potential employees a leadership head start

Your high-potential individual contributors thrive on exceeding expectations and tackling new challenges. For those who show leadership potential, it’s critical to provide training and learning opportunities to prepare them for future leadership roles in your organisation.

Boost engagement - High achievers need career development opportunities to stay engaged in their work.

Retain high performers - Employees are more likely to stay at a company they perceive as having invested in their career.

Create a leadership pool - Organisations that promote from within see increased employee retention and buy-in for management changes.

Demonstrate your values - Investing in exceptional employees, and giving them a path to the leadership team, helps everyone feel seen, heard, and valued.

Team members gathered around a computer

Create a clear path to becoming future leaders

Blanchard believes it’s important to build your leadership talent pool from within. This means identifying your high-performing individual contributors who are demonstrating a passion for leadership. But to make the transition from individual contributor to proactive, assertive leader, emerging leaders must develop the skills to:

  • Share information accurately and openly
  • Overcome challenges and take risks
  • Demonstrate excellent interpersonal skills
  • Cultivate curiosity about emerging industry and workplace trends
  • Collaborate with and support others
  • Work cooperatively with others across the organisation

Blanchard views all employees as leaders—all individual contributors lead themselves, while some may also indirectly lead others in projects and teams. Our emerging leader curriculum infuses individual contributors with a leadership mindset and gives them the skills that matter in their work today, paving the way for a formal leadership role. These learners engage with several research-based models that apply to the whole human experience, not just work, serving as a force multiplier of leadership capability.

Set new managers up for success

When you promote your high-potential individual contributors into their first people manager role, you want to ensure they are successful. It’s critical that you support those who are new to managing people with the necessary leadership tools and training, right from the start.

Build Early Momentum

Give new managers the confidence and skills they need to lead productive teams.

Engage Employees

Making the shift from being an individual contributor requires learning how to balance managing execution with engaging employees.

Develop Communication Skills

Clearly communicating organisational goals and how the team’s work supports them is critical for new manager success.

Empower First-Time Managers with Decades of Training Experience

It’s not surprising that 49% of new managers don’t feel prepared to succeed, since 60% don’t receive the right training for their new role. At Blanchard, our approach to leadership training for new managers builds on the time-tested principles from the best-selling book, The New One Minute Manager®, and introduces the mindset, core conversations, and communication skills first-time managers need to achieve success quickly, including how to:

  • Move direct reports forward on goals
  • Provide timely, constructive, balanced, and actionable feedback
  • Conduct one-on-ones
  • Drive accountability for progress against objectives and results
  • Perform regular progress reviews of goals
  • Communicate clearly, making meaning for others through transparent dialogue and active listening
  • Provide resources and empower direct reports to deliver on responsibilities
  • Guide, coach, and train team members on the job
  • Advocate for resources to help the team achieve its goals
Woman Drinking Coffee while working on computer at night