Our guest blogger is Tina R. Shaw. Tina is a Coach and Consultant specializing in leadership development, supporting change, and facilitating learning. Contact Tina at tina.r.shaw@gmail.com.

Most of us have heard of the Peter Principle, but in case you haven’t, it is commonly phrased as “Employees tend to rise to their level of incompetence.”  Why does this happen? Consider the super-star sales person, Mary. She’s consistently a top producer, does everything expected of her, and is seen as a rising star. So of course she earns a promotion to Sales Manager! A few months later the shine on Mary’s star is tarnishing. What went wrong?

Like many people who are promoted, the skills and behaviors that made Mary successful in her former role are not the same skills and behaviors necessary for success in her new role. Not only is it important to develop new competencies to succeed in the new role, it is equally important to understand which competencies should be de-emphasized. For example, as a super-star salesperson personal expertise and efforts are a significant factor in success. As a sales manager, success comes from getting results through the efforts and expertise of others.  In Mary’s new role leadership becomes more important than individual contribution. Because Mary’s success came from her personal efforts it may be difficult for her to let go of doing things herself to focus instead on supporting her team to produce results.

In the book, “The Leadership Pipeline” by Ram Charan, Steve Drotter and Jim Noel, the authors outline the skill requirements, time applications and work values necessary for different levels of leadership.   Moving from individual contributor to manager of people takes more than learning some new skills, it also requires adjusting values and where you focus your time. Each level of leadership requires different adjustments in these three areas. Leaders in transition can get into trouble when they fail to make the necessary adjustments in what they value, what they do, and where they focus their time.

Knowing you need to make some changes, and even learning what changes you need to make is the easy part – you can get training, read a book, get advice from a mentor or search the Internet. Actually making changes is much, much harder because most of us tend to default to what has been successful for us in the past. It takes repeated practice to make new skills and behaviors part of our default mode.

How many of us have taken a class or read a book on leadership and committed to implementing something we learned, but never practiced enough to make it stick? Probably most of us, including me. It’s not about ability, capacity or hitting the limits of our potential. All of these things expand as we gain experience, learn and grow as individuals. More likely it is because no one is checking in on us to see how we are applying what we learned. We get so absorbed in the day-to-day of our work and lives that we don’t remember to practice what we learned, and eventually we forget altogether. What we need is an accountability partner. Someone who will challenge us, support us, provide feedback, and ask us the right questions to ensure we are doing what we said we would do.

Working with a coach is a wonderful way to get the support and accountability you need. How can a coach help? A coach is trained to listen, ask powerful questions, and reflect back to create awareness to help the client take action to get where they want to go. Working with a coach provides a regular check-in that allows you to measure your progress, get past obstacles, and celebrate successes!

When I started my business I naturally choose to focus on what I love. My passion is leadership development and transferring learning into business results. I partner with clients to develop leaders, accelerate learning, and support change.  If you would like to learn more about developing leaders, I invite you to contact me: tina.r.shaw@gmail.com or  http://www.linkedin.com/in/tinarshaw.