You love the job you do and yet deep down you know you were meant to do more. You respect and admire the managers in your organisation and wonder what needs to happen for you to become a manager too.
At LWR we have helped many individuals progress their career, starting out as a trainee through to becoming a director on numerous occasions over the last 30 years!
In today’s economy, promotion and development have changed. It’s no longer a case of waiting until someone retires, but about the value you can add to an organisation through your capabilities, attitude and management potential.
In this post, we explore what to consider and where to start.
Time for Self-Reflection...
Good managers and self-awareness go hand in hand. It’s vital to identify why you want to move into a management role and if it will fulfil your goals and ambitions.
Are you pushing yourself into it because:
You think it's the only option available to you?
Of the extra salary and benefits?
You are a people person?
You want to shape the direction of the business you operate in?
The answers are important. Before you take the next step of creating your own development plan, some more self-reflection is in order.
What are your strengths?
What are your development areas?
Are there management opportunities at your current employer or will you need to look elsewhere?
Are you willing to do what it takes; even if that means studying during the evenings and weekends?
Now carry out a Skills Review
When it comes to management development, many individuals make the mistake of ‘waiting to be developed’. This is never a good way to communicate being a dynamic, driven individual who wants to be involved in taking an organisation to the next level.
A logical first step is to tell your current manager about your aspirations. Many managers are unwilling to ‘push’ team members into a managerial career path if they don't want it, so making them aware may be vital.
Review your last performance discussion and ask your manager for feedback on areas that you will need to develop. Be prepared that management and leadership skills will be different to the functional skills required in your current role.
Create your own Development Plan!
Your manager will have highlighted several areas of focus, but it’s important to identify your own too. Ask peers and other managers in the organisation what they consider you might need to develop.
What managers and leaders do you currently admire? What do you notice about their capabilities? In today’s online world, you can download books on management by world recognised leaders and watch them discuss their opinions and advice on Youtube.
Once you know what you want to develop, its time to put your own plan together.
It’s important to set goals, milestones and time lines.
From your initial discussions identify the core competencies you want to focus on. Then establish goals around this.
Ask your current manager if there are any opportunities related to the identified skills and how you can implement them in your current work role to help practice the competencies and enhance your knowledge.
Take Massive Action!
Next, take massive action; it’s this step that often differentiates the individuals that secure a management role and those that don’t.
One candidate we spoke to gets up an hour early each morning and spends time reading management books by the likes of; John Maxwell and Stephen Covey. She has also volunteered to be the Chair of the School Governors at her son’s school.
Create your step by step plan as a written document that you regularly review and tick off your accomplishments. This will keep you motivated as you appreciate how much you are growing.
At Lucy Walker Recruitment, we have placed and filled over 100,000 temp and permanent assignments over the last 30 years so have a range of techniques, ideas and platforms which could help you.
Why not call us on 0113 367 2880 to have a conversation with one of our team. Alternatively drop us an email here or check out our Testimonials and Case Studies.