GLN Insights - NLD - New Leader Development

[Paul Terlemezian]

New Leader Development - In a world full of leadership content, it’s easy for an emerging or aspiring manager to get overwhelmed. Companies promote high achieving individuals who are absolute rockstars as individual contributors and wish to transition from being that individual contributor to a successful team leader."

How do we assure success - every time - for the people they lead, the individual, and the company?

This event is scheduled at noon eastern on Thursday, October 3rd.

Please complete this survey prior to attending: https://www.surveymonkey.com/r/HLTC8FF

The event format will be:

1. Brief Introductions
2. Opening comments from Mavis Chiwandire about why she is offering the program and what she hopes to learn from GLN Insights.
3. Presentation of the survey results by Paul Terlemezian
4. Mavis will lead the conversation and learn with/from the audience.
5. Brief Introductions

Here are the Zoom details:

Topic: GLN Insights - NLD
Time: Sep 19, 2024 12:00 PM Eastern Time (US and Canada)

https://us02web.zoom.us/j/86019742791?pwd=MN1sQDBCa0BAFMvAuPtxhjdyK...

Meeting ID: 860 1974 2791
Passcode: 680055

One tap mobile
[phone],,86019742791#,,,,*680055# US (Chicago)
[phone],,86019742791#,,,,*680055# US (New York)

[Eric Bluestein]

Do we need to define the difference between manager and leader, if everyone feels there is one? 

In my opinion they are different skills that are utilized. 

[Jacqueline Merrill]

Hi Eric, 

It made me feel like a leader is a characteristic in need of development and the role focus is manager....just a throw in the dark

[Jacqueline Merrill]

Hello All, 

In regards to the format of the event my thoughts are that introductions are held at the end of the session in order to eliminate bias. The why the program is being offered seems to be presented in the introduction of this thread so perhaps Mavis could share her her vision and the drive behind her vision and lay out what area the insight is most needed......

To your questions above: I believe it would be most effective if promotions were treated as successions and come with leadership training as well as check ins and continued mentorship by a senior leader or outside consultant for a year versus leaving the mental health, physical health, and possibly financial health in the hands of someone who isn't prepared to lead but has the potential and desire to do so ie. interim's may be a great move here. 

Every time feels impossible because not everyone wants to be a leader and desire more solo or supportive roles which if designed properly could tail off into a different form of leadership. 

[Paul Terlemezian]

I like the suggestion of introductions at the end to eliminate bias.

[Paul Terlemezian]

I think that the definition of "success every time" aligns perfectly with your comment - "more solo or supportive roles which if designed properly could tail off into a different form of leadership."

[Jacqueline Merrill]

Covering all of the bases! 

[Paul Terlemezian]

Yes!