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.

Image of a maize representing leadership obstacles

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 represented by an image of a disconnected bridge

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.

Business meeting representing the concept of leadership experience

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

Woman making financial calculations to represent costs

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

Business meeting representing the concept of leadership experience

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.

Woman making financial calculations to represent costs

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.

– GARTNER –

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.

Woman exhibiting leadership confidence by training a group of her colleagues.
"Competence leads to confidence.
Our micro-learning programme builds the competence."
Johan Prinsloo - Leadership training facilitator and founder of Nu-Leader.
Johan Prinsloo
Owner Nu-Leader

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?

Macro drivers of employee engagement graph

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.

Architectural design to represent how leadership confidence is connected to leadership success

Relationships

Relationship building capabilities are foundational to good people leadership – being fair and firm.

Multi-story building as a symbolic representation of micro-learning heirarchy

Trust

Building trust (confidence) is the outcome of effectively applying the building blocks of relationship building.

Illustration representing architecture of micro-learning

Micro-learning

Learning the important building blocks of relationships in small habit-forming chunks.

Illustration representing micro-learning architecture

Experiential learning

Learning that changes behaviour is best achieved by trying and doing.

Symbolic representation of the complexity of leadership confidence

Feedback

An openness to feedback greatly improves learning and growth.