The Leadership Transition Outline

In many organizations the typical approach to filling leadership spots is to identify the highest performing individual contributor on a team, then promote him / her into the leadership spot.  While it make sense that high performing individuals should be emulated by other individuals, when put into leadership roles, often these new leaders struggle fulfilling the new responsibilities, their teams struggle for lack of leadership, and the organization struggles because of lower than expected outputs.

Transitioning to Higher Contributing Roles

The Leadership Transition is a process designed to assist people who are either newly entering leadership positions, or those who have been there a while who may be struggling, learn the core psychological and behavioral shifts required to become effective leaders.  When leaders successfully make these transitions, the contribution they produce for the team and the organization increases.

TLT Learning Outcomes

1. Understand your new leadership responsibilities and make a quick, effective transition to your new role
2. Build strategic relationships throughout the organization
3. Understand the 5 key Leadership Practices to becoming an effective leader.
4. Utilize a framework for creating an engaged environment where your direct reports can maximize their impact to the organization.
5. Understand the process for tracking progress in making the transition and practicing the expected role in a specific work project.

Module 1: Importance of Group Leaders

1. Identify the challenges, through a group exercise, of making the transition into the formal or informal group leader role.
2. Describe behaviors and characteristics of effective and ineffective group leaders.
3. Review current research data on the percentage of managers who have not successfully completed the transition and the implications for organizations.
4. Understand the overall transition process and how to plan it out using the Transition Action Plan™
   

Module 2: Stages of Impact

1. Define the approaches that successful individuals take throughout their careers that keep their work valuable to companies.
2. Understand the need for leveraging individual expertise by changing the way one approaches their work.
3. Learn the Emerge Transition Stages model and how the research sets a roadmap for individuals to maximize their impact to the organization over the course of their career.
4. Identify the key differences between Managing Self and Managing Others.
5. Learn the 5 Key Leadership Practices as defined in the Transition Stages research.
6. Work through an exercise that helps participants look at how individuals approach real work in each of the performance stages.
7. Understand, through an exercise, how individuals in different transition stages approach the same job assignment in fundamentally different ways.
8. Identify the transition obstacles to maximizing one's impact when Managing Others.
9. Understand that an individual's impact is assessed by their behavior in approaching their work and not by their position or title.
10. Identify how much work participants are doing in other transition stages, why they're doing it and how they are approaching the work.
11. Understand the reality and trap of being a "Working Manager".
12. Learn the value of challenging job assignments on making the transition to the Managing Others stage.
13. Begin creating a personalized Transition Action Plan for changing behavior based on the Transition Track Assessment and the learning from the Transition Stages.

Module 3: The Leadership Approach

1. To identify actions and behaviors for each of the five accountabilities and create a plan to use them on-the-job.
2. Understand that the transition to the Managing Others approach requires a psychological shift from focusing on oneself and one's own expertise to focusing on how to maximize the contribution of others.
3. Explore Five Key Leadership Practices which will assist participants to make the full transition to their expected role.
4. Work through group exercises to understand each of the Practices in the context of their own work. Apply the learning from the exercises to their personalized transition action plan.
5. Use the Transition Track Assessment prescriptions for each behavior to develop action items with assigned completion dates.
6. Understand the key engagement components and how to keep your direct reports "In the ZONE".
7. Review their Transition Action Plan for all five Leadership Practices for any actions that may cross over into two or more practices.
8. Finalize the Transition Action Plan and prepare for a post-workshop discussion with their manager.

Module 4: Closing

1. Understand the process for tracking one's transition after the workshop.
2. Share their key learnings from the workshop with the group.
3. Review the expectations and objectives of the workshop.
4. Provide workshop feedback through the evaluation.