Becoming Leader

The challenges of leadership

Getting to know oneself, getting to know one’s colleagues, giving feedback, managing conflicts, defining objectives, managing change and leading one’s teams to performance are some of the many challenges that all leaders face on a daily basis. Thanks to its many areas of expertise, the Becoming Leader team is committed to helping leaders meet their personal, team and organizational challenges.

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The challenges of leadership

Empowering and empowering your team.

Any efficient and effective team requires the development of autonomy and individual responsibility of its employees. The leader is the conductor of the orchestra by learning, among other things, to discover the different profiles in his team, the development needs of each individual, by setting the team’s objectives in operational and behavioral terms, by learning how to give feedback and delegate etc.

The challenges of leadership

Develop a climate of trust and collaboration in your team.

Because trust and collaboration are the modes of operation most conducive to the performance and well-being of a team, how do we reach this Grail? What does the leader need to put in place? What are the behaviors most conducive to the development of trust and collaboration within a team?

The challenges of leadership

Understand what motivates a leader, demotivates him, pushes him to act and decide.

Getting a leader to take a step back from what motivates, demotivates, stresses, pushes him to act or decide allows him to get to know himself better. Getting to know oneself better also means giving oneself the opportunity to discover less natural, less automatic behaviors as a leader in order to develop behavioral flexibility.

The challenges of leadership

Learn to give recognition.

The leader interacts with his collaborators in an intense way. These interactions can bring well-being and promote the individual development of the employee and the team or on the contrary go against the well-being and efficiency of the team. What is giving recognition? When to give it? How should it be given?

The challenges of leadership

Managing a team on a daily basis.

Knowing how to manage a team on a day-to-day basis is far from being a smooth ride. The leader will quickly discover that if he wants to manage his team well, he will need to develop his agility to play different roles such as director, conductor, referee, sports coach or even mother hen. However, these different roles are far from obvious for any manager who is starting out or for the experienced manager who finds himself managing a new team.

The challenges of leadership

Overcoming behaviors that limit the deployment of one's leadership.

We all have in mind the image of the leader we would like to be. However, between dream and reality, there is a step we don’t take… What can prevent us from becoming the leader we dream of? What is this grain of sand that is fluffing up our dream machine? How can we get past and look like those charismatic leaders we admire? Is it possible that there is a leader gene that we don’t possess? Unlikely, especially when we look at the great leaders of our time: none of them were predestined to become what they became. However, they all had things in common that made them inspiring leaders.

The challenges of leadership

Setting clear objectives and measurement indicators.

Every leader and team manager will often be confronted, throughout his career, with the need to be able to clearly measure the contribution of his team to the performance of his company and the needs of customers (internal and external).

It will also be a question of measuring the performance of his team on specific projects or in relation to known and accepted operational standards within the company.

The objectives and measurement indicators are derived from the vision deployed at the team level. They participate in the measurement and deployment of this vision. They provide clarity in action, roles and processes.

The challenges of leadership

Manage team dynamics.

One of the major challenges as a team leader is to create a team in which the sum of individualities will contribute to the achievement of the group’s ambitions. This is surely easier to write than to achieve a priori.

This is why every team leader must know and recognize the different dynamics that his team (of which he is an integral part) goes through in order to be able to manage the risks and opportunities that arise on the team’s path in the most appropriate way. And this does not only concern the perimeter of his team but also extends to the perimeter of his organization.

The challenges of leadership

Developing motivation and commitment.

The words ‘motivation’ and ‘commitment’ are increasingly used in organizations today. There is a growing awareness of the key importance of the commitment and motivation of every employee within organizations.

The stakes of motivation and commitment at work are inescapable, especially as companies are increasingly oriented towards a raison d’être that revolves around its values and societal commitment. Being or becoming a leader equipped to address these challenges and challenges allows one to be better prepared to manage teams.

The challenges of leadership

Learning to manage your emotions and those of your interlocutors.

Emotions are normal human reactions. We are all confronted with situations that we want to avoid, that make us angry or that discourage us. What do we need when we are confronted with these reactions in ourselves or in our employees? How can we best react to these situations?

The challenges of leadership

Building your leader development plan.

Every leader is different. Each leader carries with him or her his or her own dynamics, personality and behaviors. With all this baggage, which leader does he or she want to become? To do so, are there behaviors he must abandon? Are there others that he must put in place to influence, guide and develop his teams?

The challenges of leadership

Modify his sabotage or counter-performance behaviors.

Each individual develops automatic behaviors that have enabled or allow him to adapt to the situations he encounters. At some point, for example when one becomes a manager-leader, these behaviors are no longer adapted to carry out one’s mission successfully. These are behaviors that must be modified or stopped if they are a source of self-sabotage (maneuvering towards failure rather than success).

The challenges of leadership

Increasing confidence in one's leadership.

“Natural born leader” or are we learning how to become a leader? At Becoming Leader, we defend the idea that leadership is learned simply because guiding oneself, teams or organizations cannot be improvised. All the tools we put in your toolbox increase confidence in your leadership exponentially.

The challenges of leadership

Giving feedback effectively.

Giving feedback of any kind is an integral part of being a manager, let alone a leader. Feedback is a very powerful tool that, when used properly, allows everyone to know where they are in the progress of their work. More precisely, this tool allows you to communicate to your employees what they are doing well and what they could improve. And every human being needs to know that what they are doing makes sense. Even more so, every employee needs to know if what they are doing is going in the right direction and if not, how to correct their work to get there. However, few managers and leaders give feedback. The benefits of giving feedback are enormous.

The challenges of leadership

Dare to Delegate.

Delegation is an integral part of managing tasks and projects within a team and managing its agenda. It is often a crucial step in the development of his leadership and for which the leader hesitates or does not dare.

And yet, when the leader knows the cycle of a team, its different stages, and the skills needed to manage each of these stages, delegation goes without saying. And delegating proves to be a very easy process to put in place.

The challenges of leadership

Use performance management tools.

How is performance managed on a daily basis? Who is responsible for these tools? Who is involved in day-to-day performance management? What is it ultimately used for? So many questions to which we provide answers in our programs.

Performance cannot be decreed. Performance is built day after day and is managed on a daily basis as a team. The primary objective of performance management is to help track organizational ambitions and cascade them to the various players in the organization. Knowing the ins and outs of this management is essential to bring a project to a successful conclusion.

The challenges of leadership

Developing a performance culture.

All organizations, whatever their goals, need to be profitable to be sustainable. Performance is often associated with process improvement. Performance management also involves a change in employee behavior, with the realization that an unreached indicator is an alert, that a mistake is a learning experience to be shared, and that continuous improvement is the driving force. It is therefore just as critical to work on team dynamics, on the culture of the group, and not just on the processes themselves.

The challenges of leadership

Managing change.

The difficulty we all face as human beings is not change itself, but the way we manage it, the way we approach it. And if we all face it as individuals, then the challenges for a team leader seem incredibly complex and even insurmountable. Not only will he have to deal with his own reactions to change, his self-sabotage behaviors, his reactions in stressful situations, but he is also asked to manage change for his employees.

So what are the keys to successful change management?

The challenges of leadership

Defining objectives and performance indicators

Defining objectives and performance indicators are of no added value if we don’t then come up with a clear, well-organized action plan, with a definition of roles and responsibilities, a plan set in time, with an adequate rhythm that gives meaning to the path we have decided to take.

Taking the time to create this plan, validate it with stakeholders, adjust it and also define the governance for its follow-up are steps that ensure a more linear “execution” afterwards. The alignment of the teams and the organization is often at stake at this pivotal stage, which is unfortunately often forgotten or inadequately managed.

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