Let’s Change How We Manage Business
The macro drivers of employee engagement are all dependent on the social intelligence of leaders.
Leadership confidence is key in creating a workplace where people can flourish productively
Overcoming New Leader Challenges
New leaders face a variety of challenges that can make it difficult for them to succeed.
Obstacles
One of the biggest obstacles that new leaders face is the Knowing-Doing Gap.
They may know what they are supposed to do, but they struggle to actually do it.
This can be due to a lack of confidence or a lack of people skills.
Leadership Gap
Another challenge is that new leaders are often promoted based on their technical skills, rather than their ability to lead people.
This can make it difficult for them to manage and inspire their team effectively.
Experience
Additionally, new leaders often receive little training or support for their new roles.
This can leave them feeling unprepared and unsure of themselves.
As a result, they may make fundamental mistakes that undermine their effectiveness as leaders
Cost
To make matters worse, leadership courses and training can be prohibitively expensive for organizations with constrained budgets.
And even when leaders do receive training, it may not translate into changes in their behaviour at work.
Experience
Additionally, new leaders often receive little training or support for their new roles.
This can leave them feeling unprepared and unsure of themselves.
As a result, they may make fundamental mistakes that undermine their effectiveness as leaders
Costs
To make matters worse, leadership courses and training can be prohibitively expensive for organizations with constrained budgets.
And even when leaders do receive training, it may not translate into changes in their behaviour at work.
According to research conducted by Gartner:
Only a quarter of managers believe that their organization’s skills development programs are fully effective.
Similarly, only 23% of HR leaders feel confident that their investment in manager development is paying off.
To address this issue, Gartner suggests investing in rewiring manager habits, as organizations that focus on habit-building see a 71% improvement in leaders’ job manageability.
According to research conducted by Gartner:
Only a quarter of managers believe that their organization's skills development programs are fully effective.
Similarly, only 23% of HR leaders feel confident that their investment in manager development is paying off.
To address this issue, Gartner suggests investing in rewiring manager habits, as organizations that focus on habit-building see a 71% improvement in leaders' job manageability.
Inspiring Leadership Confidence
Overcoming the Challenges of Leadership
Despite these challenges, there are ways for new leaders to overcome these obstacles and succeed in their roles.
By seeking out mentorship, training, and support, new leaders can develop the skills and leadership confidence they need to lead their teams effectively.
They can also work on developing their social intelligence and people skills, which will help them inspire confidence in their team and build strong relationships with their colleagues.
Our micro-learning programme builds the competence."
Defining Micro-learning and its
Benefits for Leadership Development
Microlearning is a practical approach to leadership development that involves small yet crucial leadership behaviours.
When put together, these behaviours form the building blocks of successful leadership.
Microlearning is designed to teach these small leadership behaviours through group coaching sessions, allowing for practical application in real-life situations.
So, why is microlearning such an effective tool for leadership development?
- It is a cost-effective alternative to traditional leadership training courses.
- It boosts the confidence of first-time leaders by teaching new behaviours and providing support
Our Programme Foundations
The Nu-Leader Microlearning Leadership Programme offers a customisable approach to target the leadership behaviours that are important to your team.
The programme consists of weekly challenges that team members can complete in just 15 minutes.
The team provides feedback on these challenges in a group coaching session within the following week, enabling them to learn from each other and develop their leadership skills.
Duty and then Delight
When learning something new there are 2 phases:
You must first learn the duty – the element of sheer self-discipline – before it becomes a delight, and you enjoy doing it.
This programme is about learning the duty of leadership.
Relationships
Relationship building capabilities are foundational to good people leadership – being fair and firm.
- Effective Conversations
- Understanding Myself
- Understanding Others
- Psychological Safety
Trust
Building trust (confidence) is the outcome of effectively applying the building blocks of relationship building.
- Character
- Competence
- Reliability
- Humility
Micro-learning
Learning the important building blocks of relationships in small habit-forming chunks.
- Minimal Time
- Practical Application
- Group Coaching
- Habit building
- Cost-effective
Experiential learning
Learning that changes behaviour is best achieved by trying and doing.
- Trying/Doing
- Feedback
- Modify Your Effort
Feedback
An openness to feedback greatly improves learning and growth.
- Recognition
- Learning & Growth
- Improvement