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“Even 80% of Leaders had no chance, opportunity, or possibility to prepare for a managerial role.” When I heard this sentence while listening to a quite interesting podcast during my morning run – I stopped! I rewound the conversation because I hoped I had misheard! I highly recommend the entire conversation on #EatWorkSleepRepeat with Isabel Berwick, as she talks interestingly about a systemic approach to a 4-day work week and hybrid work. I also recommend her podcast series #workit But what about the fact that still? We are still constantly dealing with promotions from the series – “You’re a good expert, so now lead other experts?”!?!?!?! I really live in a bubble that gives me hope that things are completely different. That we no longer make experts jump headfirst into leadership, hoping that if they don’t break their spine (or someone else’s), it will be okay! My bubble from the last week consists of 3 new coaching processes, where:

1. The supervisor of the person who is to be promoted invites her to coaching work to ensure a proper start, to prepare for contracting collaboration with a new team, with other leaders, with herself. During the contract with her, she tells her – “Now I want you to learn to look through the window to devise strategy”
2. After a year of work in the Senior Manager position, the main boss, HR manager, and the person in question did a retrospective together and developed a program designed to support the Senior Manager so she could more boldly use her potential. She wants to and is at the starting blocks to upgrade her skills. The organization is developing mega fast, she knows she needs it too, and in partnership.
3. HR, for an experienced and trained Financial Director, in the face of industry recession, because it might be difficult for her, proposes a coaching process. Just like that, to support her in potential but not at all certain turbulences. Preventively.

In the coming week, more beginnings of more programs. I’m curious about what areas we’ll work on, but something tells me that the supervisors and HR who report their colleagues are among the 20% of those who actually know that it’s worthwhile and possible to wisely and sensibly support future and current Leaders through training and coaching. So they don’t burn out, so they take care of themselves and their team. So they don’t reinvent the wheel by performing surgery on a living organism without having the proper tools. So they don’t jump headfirst into leadership and break their neck. And we need to jump into the unknown so much these days, so if you can scout the ground and prepare for the jump, it’s definitely worth it and really pays off to do it in professional company. Link to the conversation that stopped me, let me know if something in this conversation stopped you – https://open.spotify.com/episode/0PxaXeta8RP1csJtrg0ixQ… Have a good Monday in excellent company that will support us in wise jumping, wherever we decide to jump today. PHOTO by @StudioKamienica, where jumps and other crazy ideas of photographed subjects are realized while maintaining safety