Companies often promote individual contributors into management roles without adequate training either because of business disruption or not having the time to coordinate a "new manager training". According to research conducted by CEB, 60 percent of new managers fail within the first 24 months of their new position.
Just because an employee exceeded expectations in their original position, does not necessarily mean they will be successful right off the bat. Becoming a leader involves new demands from higher-ups, a different skill set than their previous job, and the knowledge to manage a team. Without proper training, your new leaders will not be as effective as they can be in their roles. Prepare your individuals to become an effective manager for their team and your company.
There are four elements of emotional intelligence: Self-Awareness, Self-Management, Social Awareness, and Relationship Management. You can learn about the first two foundational elements here. Building off Self-Awareness and Self-Management are Social Awareness and Relationship Management—two aspects of emotional intelligence that are crucial for leaders to have. Without these skills, a leader's team will likely fail.
Once leaders master Self-Awareness and Self-Management, it is key to develop Social Awareness—the ability to interact with others by recognizing and understanding their unique perceptions and emotions effectively. Second is Relationship Management, which is defined as the ability to build relationships by finding common ground, adapting your style for each situation, creating rapport, and effectively expressing your expectations.
Take a look at the infographic below to understand the distinction between Social Awareness and Relationship Management and why both are critical to developing new managers across your organization.