As we will see below, the leadership pipeline has well-defined transitions between the stages that the professional needs to go through in their career.
By discovering which path to take and the criteria for evolving from one phase to another, it is possible to form new leaders more quickly.
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How do leadership pipeline skill transitions work?
Ram Charan, creator of the leadership pipeline model, international mailing list proposes that the training of future leaders occurs gradually. In this way, the professional evolves their skills and, as they advance, undergoes some transformations.
In the model proposed by Charan, there are six transitions that a potential leader needs to go through on their journey towards high-performance leadership.
1. From managing yourself to managing others
In the first transition, the employee receives leadership pipeline training to manage beyond themselves and expand their management capacity to the team.
This means that, in this first stage, the professional must learn to entrust tasks to the team and to plan and control the workflow, in addition to measuring the performance of their subordinates and motivating them to pursue better results.
This transition marks the moment when the employee stops worrying exclusively about their own tasks and starts having the responsibility for delegating and monitoring the work of others.
2. From manager of others to manager of managers