How to go from expert to manager?
In France, 25% of external manager recruitments end in failure. The main stakeholders point to a lack of support from their management (73% of cases).
Becoming an expert manager requires a change of posture and vision. An expert is operational and knows the processes, the technical aspects of his job: these are the “hard” skills, the know-how. The manager, on the other hand, focuses on soft skills, “doing it”, strategy and team mobilization. Its role is to deploy the internal policy of the organization:
- Employee Skills Development
- Achievement of his objectives and those of his team
- Improvement of service/production quality
Taking up a position accompanied by a coach, who knows the technical and cultural environment of the company, such as LeaderIA, specialist in the food industry and the hotel and catering industry, makes it possible to limit the risk of failure. The coach stimulates the skills of the manager according to his expectations and objectives:
- Integrating within the team: separating personal issues from professional objective
- Establishing your leadership: learning to delegate
- Position yourself vis-à-vis your hierarchy: develop your ability to listen and understand everyone’s needs
- Deploy a strategy: learn to develop a long-term vision by identifying everyone’s capacity for action to better achieve the final goal
The coach does not provide the answers directly, but accompanies the manager to find their own answers. Its objective is to remove the barriers that the manager may have and to give him the keys that will allow him to succeed in his transition from expert to manager by developing his skills on his own.
