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The Bridge in Leadership: 5 ways to build confidence in new leaders

“Leadership is not about titles, positions, or flow charts. It is about one life influencing another.”~ John C. Maxwell

The importance of leadership has been emphasized by a number of Scholars, Executives, Coaches, Trainers, and Authors around the globe. Teachings have shown us ways to demonstrate positive leadership, to teaching development and has given us a way to be effective in communication, collaboration, and coaching. While it can be argued that there are many challenges in the role of leaders, there are ways to effectively change outcomes and achieve high standards and values corporations desire for success.

The Business Dictionary defines leadership as:

"1. The individuals who are the leaders in an organization regarded collectively.
2. The  activity of leading a group of people or an organization or the ability to do this.​
Leadership involves:

 *establishing a clear vision,
 *sharing that vision with others so that they will follow willingly,
 *providing the information, knowledge, and methods to realize that vision, and
 *coordinating and balancing the conflicting interests of all members and stakeholders.
(As noted in the Business Dictionary)

The Bridge in Leadership help to close the gap between formal education and corporate expectations. In my profession, most leaders are hired and promoted by the form of education required coupled with the years of experience in the industry. The conflict begins when you have a professional with a Masters in Science and Arts with one year of experience against the professional with a diploma from a technical school with twenty years of experience. As an executive, which would you choose? No matter the opinion of who you would choose and why here are some ways we can strategically develop the transition both candidates from newbie to a top-tier leader.

Get Feedback

Once you and your candidate have decided to make this transition, encourage them to get feedback from co-workers, past employees, professionals, or other leaders in their community who have worked with them side-by-side and can provide constructive criticism on how they see their performance as a leader and what they can do to improve.

Set Goals

Help them understand the mission, vision, and value system of the company, how they can contribute and give them goal lines to aid in their progression with the company. As we all know how important goals are to be successful in business, it’s just as important to set goals in our career. Offer a project with an end date and give the candidate full range and control to see it to completion. Give them the tools they need and delegate specific tasks that only the leader must do. Knowing the processes by which the company works will help them climb the ladder of progression.

Track Their Performance

Analyze their goals and the different stages of their career and offer feedback either quarterly, semi-annually or annually. Building leaders are just like navigating an airplane. Though you’ve set your course, you may find that you need to adjust your direction, speed, or calculations along the way. Leaders also need those same adjustments so they not only succeed in their role; the company will succeed in their visions for success.

Build Confidence

There’s nothing like being recognized and rewarded for all of your hard work. When you’ve given feedback, and you see positive outcomes, offer an incentive for a job well done. I am a firm believer that company reward programs and acknowledgments should be for those employees who go above and beyond the call of duty to see that vision for the company is achieved. I feel that leaders should be the example of how an employee should perform in their roles so that one day they will know what to do when they’ve progressed into a leadership role.

Support Leadership Progression

I’m sure you’re thinking…. I’ve done all the hard work supporting this person. They’ve done so well in areas such as communication, training, and project management. Now that they’ve done so well, they’re leaving. Well yes! The sign of a good leader is having the ability to teach and train other leaders to do the very same thing.

In conclusion, there are times when you have to choose between education and expertise. I hope that you believe we all have the same opportunity for success. What is taught in school is needed to provide a structured environment in the workplace. What is learned over time is needed for consistency. Both candidates have a chance to be great; it’s up to us to be the bridge.


Thank you for taking the time to read my article. If this article resonates with you in any way, reach out and leave a comment below. I want to hear your thoughts.
With Love & Support,

L & D Developer who focuses on building a culture of collaboration, effective communication, and coaching leaders to achieve success both personally and professionally. My mission is to educate professionals who are passionate about the success and development of their business leadership. I’m excited to dive deeper into your talents and skills so you can finally become the executive leader you desire to be. Feel free to personally connect with me and subscribe below.

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