{"id":3369,"date":"2021-01-31T04:46:38","date_gmt":"2021-01-31T04:46:38","guid":{"rendered":"https:\/\/www.ldhr.org\/?p=3369"},"modified":"2024-07-09T17:44:43","modified_gmt":"2024-07-09T21:44:43","slug":"mindset-and-skill-shifts-for-new-roles","status":"publish","type":"post","link":"https:\/\/www.ldhr.org\/es\/mindset-and-skill-shifts-for-new-roles\/","title":{"rendered":"Cambios de mentalidad y destrezas para nuevos niveles de liderazgo"},"content":{"rendered":"
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Entering a new role means moving into a new “gear” – shifting from a prior way of operating to a new way. We have a resource available for you to prepare your leaders for new roles.\u00a0<\/span>

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For several years, we have been helping leaders implement a Leadership Pipeline Process (LPP) in their countries. An effective Leadership Pipeline Process guides a leadership team through these three steps: 1) IDENTIFY<\/strong> leadership needs (current and future), 2) ASSESS<\/strong> the readiness of potential leaders, and 3) DEVELOP<\/strong> the leaders for those future roles.<\/span><\/p>

The process focuses on the quantity and quality of leaders, the number of leaders needed for specific roles, and the non-negotiable skills and mindsets required for each role.<\/span><\/p>

The new Mindset and Skill Shifts<\/strong><\/a> resource is designed to help you prepare potential leaders for the roles.<\/p>

Keith Beyar, leader of\u00a0<\/span>Leadership Development & Human Resources (LDHR) for Cru Central & Eastern Europe (CEE), has been using the new Mindsets and Skills Shifts tool. He writes:<\/p><\/div>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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\n\t\t\t\tWe have been focused on how to \"feed\" the LPP with practical ideas of appropriate development steps and resources to aid those steps. We use the Competency Assessment part of the LPP to identify areas of leadership that need development as a starting point. Then the\u00a0Mindset and Skill Shifts\u00a0document helps our team imagine the future, developed leader, and it identifies the development needs in light of a particular role. Since most LPP\u2019s are focused on new national leaders, the 2nd page of the document, 'Local \u2014> National,' is most useful. However, we see HUGE value in the resources on the \u2018Field \u2014> Local\u2019 1st page to benefit future national leaders, too.\n\n\t\t\t<\/p>\n\t\t\t\t\t<\/blockquote>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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Keith recommends that leaders contextualize the tool when necessary. For example, some of the resources listed on the document were not helpful options for CEE staff, so they added a couple of things that they have used in their area, both country-specific and all-Area sponsored resources. Some things they included from the CEE context:\u00a0<\/p>