There is nothing more disheartening than seeing a great leader with outstanding technical skills fail to develop their interpersonal skills and hence underperform in their overall leadership role.  We see it frequently.

It presents itself in different formats, sometimes it’s a promotion that isn’t working out, sometimes it’s a change in the work role that just isn’t embraced, sometimes its someone who, on paper, has all the qualification to move to the next level but just hasn’t got the right people skills.

The ‘Peter Principle’ talks about promoting people to one level above their competence

and

its our belief the missing piece, 99% of the time, is their growth in people and leadership skills.

 

Ironically, many of the outstanding skills that make that employee so good at their technical job, are the very skills, when applied in a behavioural environment, that let them down or hold them back.

As we climb the organisational ladder our need to use technical skills diminish as our need to use behaviour skills grows.

 

“In many cases we fail to focus on developing the new set of skills and this is where coaching is invaluable. “

 

The skills shift is usually unique, specific and needs to become a competency not just knowledge.

 

Developing new competencies rarely happens from classroom training, transforming behaviour is a very risky thing for most people, after all they are behaving the way they do because at some level it works for them (even if it is based on untested assumptions) and it needs focused support and development.

Transformation also requires the support of the business and this is where Career Life Transitions see the rubber hit the road.  Transformation, change in behaviours and interpersonal competencies requires a broad range of support based on clear goals, expectations & outcomes.

Coaching works, and with the right coach and the right organisational support, your high performers can propel to the next level.

For further information on how a professional coach can transform you and/or your people, please contact us.