The managers play pivotal role in driving business forward. The transition from team member to manager is a significant milestone, and support for those young managers as they navigate this challenging yet rewarding journey is crucial for their effectiveness as well as accomplishment.
The Crucial Transition: Leadership Over Friendship
Every role within organization is integral to achieving goals, but it is often managers who are the main drivers of success. The journey from peer to leader is fraught with challenges, particularly when managing former colleagues. The question arises: Can one balance being a leader and a friend?
The Importance of Leadership Skills
Indrė Kapočė, Key Account Team Lead, reflects on her initial apprehensions when transitioning to a managerial role. “When I was first told I would become a manager, I was scared. The thought of taking responsibility for so many people, addressing their daily concerns, and maintaining their motivation was daunting,” she recalls. “Observing other group leaders and their interactions helped me realize that all situations are solvable. This gave me the confidence to step into the managerial role.”
For many young managers, the shift to a senior position involves redefining relationships with long-time colleagues. According to E. Laurinaitis, finding a personal management style is essential. “You have to learn how to manage without being overly friendly. It’s about maintaining a balance – being approachable yet authoritative,” he explains. “This can be challenging, but it’s crucial for effective leadership.”
Laurinaitis, a seasoned psychotherapist, notes that many of his executive clients, typically aged 30 to 50, struggle with this transition. While innate qualities play a role, much can be learned and developed through experience and support.
Organizational Support: The Key to Success
We understand that developing a personal management style and maintaining professional relationships are critical. Therefore, we provide comprehensive support, assistance, and training to our young managers. Indrė Kapočė emphasizes the importance of this support. “My current supervisor has been an incredible mentor, offering guidance and serving as a role model. External training sessions also play a vital role in equipping us with the necessary skills and psychological preparedness,” she says.
Girteka prides itself on promoting from within, with 70% of our managers rising through the ranks internally. Each new manager participates in a five-part training program focusing on self-awareness, teamwork, and networking, ensuring they are well-prepared to uphold our organizational culture and values.
The Impact of Training
Kapočė highlights the value of these training programs. “In a team with diverse personalities, unlocking each employee’s potential can be challenging. The training provides strategies for fostering independence and using moral guidance to navigate difficult situations. It has been instrumental in my development as a leader.”
At Girteka, we are committed to empowering our young managers, ensuring they have the tools, knowledge, and support needed to succeed. We believe that by investing in our leaders, we are investing in the future of our organization.
