The way forward in leadership development

The way forward in leadership development

Through mentoring, we help your managers progress in their own lives and careers. In this process, we offer a system of semi-structured guidance where one of our mentors shares his/her knowledge, skills and experience.

Struggles of a manager

Managers are

  • new in this role

    and

    • lack self-confidence
    • don’t know how to go from being a colleague to being a boss
    • need to loosen up on the command & control leadership style
    • must let go of the (technical) expert status
    • cannot give or accept constructive feedback
    • feel pressure to perform as manager
    • have difficulty building relationships
    • want to be liked by everyone or want to be the ‘bad boss’
    • play the hero
  • are struggling

    and

    • stay too involved in operations
    • have trouble prioritizing
    • cannot delegate
    • fear conflict situations
    • disconnect from the team
    • deal with flawed strategic thinking
    • do not relate to higher management
    • lack clear communication skills
    • remain not self-aware
    • avoid difficult conversations
    • miss political antennas
    • ...
  • capable of more

    and

    • need mental preparation as successor
    • need to be able to lead big changes ahead
    • need to learn to be emotionally resilient and in control
    • need to learn to make big decisions fast without all the information
    • must become persuasive presenters
    • need to learn how to cultivate their own personal brand
    • need to learn how to lead by example
    • manage by trust, not by fear
    • need to overly develop empathy
    • ...
  • Mentee benefits

    • Maximized individual’s potential
    • Increased self-awareness, self-confidence and self-esteem
    • Decreased in stress and anxiety
    • Improved performance and productivity
    • Improved knowledge and skills
    • Affluence with giving and receiving feedback in a productive way
    • More empowered to make decisions
    • Greater well-being
    • Stimulated outside-the-box thinking
    • Greater awareness of other approaches to work
    • Exposure to new ideas
    • Gaining broader view of a sector and potential collaborators
    • Increased visibility and recognition within the organisation
  • Organisation benefits

    • Leadership development (obviously)
    • Increased retention, motivation and employee engagement
    • Improved relationships
    • Successful career progression
    • Smart succession planning
    • Demonstrates visible commitment to staff development and continuous learning
    • Influx of tacit knowledge, people and team management skills and knowledge productivity
    • Bridging the gap with senior management
    • Builds diversity
    • Reduced costs by retaining employees
    • Improves talent acquisition efforts
    • Fosters an inclusive, diverse and collaborative environment
    • Achievement of company goals and objectives

A productive mentoring relationship is supported by four pillars: trust, confidentiality, communication & courage

Gerrit Sarens, CEO & Founder of Ambits

Our customers

Reinforce leadership

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