Training for New Leaders
The apprentice model of developing leaders depends primarily on learning in the workplace, with lots of support, developmental opportunities, and feedback. But that doesn’t imply that training has no place. Quite the contrary.
When a person is promoted from a position as individual contributor to responsibility for the performance of a group, they need training in some of the basic tasks they will need to perform as a manager. They also need an orientation to their new role.
The training should take place in two timeframes. Some basic skill and role training should happen before the person takes over the group he or she will be leading. Other training should take place frequently over the next year to eighteen months, the amount of time it takes a new leader to make the transition to the new role.
