Avoiding Leadership Faceplants: 3 Lessons Every New Leader Needs (Before It’s Too Late)

Great leadership doesn’t happen by accident—unless you count the occasional “fell into it and figured it out” method (which, let’s be honest, isn’t ideal). Yet, time and time again, people are promoted into leadership roles without the right preparation. Cue the panic googling: “How to be a good boss without crying in the breakroom.”

Gallup research confirms what many of us have learned the hard way—only one in ten people are naturally gifted at leading. The rest? Well, they need some help (and maybe a stress ball or two). That’s why at The Kelly Merbler Company, we’re expanding our Emerging Leader Program—a practical, strengths-based approach to developing leaders before they have their first “Oh no, what do I do?” moment.

If you’re growing future leaders in your organization, here are three things to keep in mind:

✅ Start with Strengths – Every leader has something they’re naturally great at (even if it’s just remembering everyone’s coffee order). Build on their strengths rather than forcing them into a one-size-fits-all leadership style. Research shows that strengths-based development leads to higher engagement, lower turnover, and fewer “I’m not cut out for this” moments.

✅ Equip Leaders with Practical Skills – Leadership isn’t just about having a fancy title and a slightly bigger desk. It’s about mastering real skills like communication, decision-making, and coaching (and resisting the urge to answer every question with, “Because I said so”). Give emerging leaders actionable tools they can use immediately—because nobody thrives on vague advice like “Just be a good leader.”

✅ Teach Them How to Have Tough Conversations – Nothing tests a new leader like their first difficult conversation. Whether it’s giving feedback, handling conflict, or telling someone they actually have to use PTO (not just hoard it forever), these skills are crucial. Help them practice these conversations early—before they end up nervously sweating through their shirt while trying to “wing it.”

Investing in leadership development leads to happier employees, better retention, and fewer instances of “We should have trained them first.” If you’re looking for a way to develop your emerging leaders before they learn through trial (and a lot of errors), let’s talk! Reach out to our team, and let’s build the next generation of strong, confident leaders—without the guesswork (or unnecessary panic).

Click here to reach out.

To your growth,

Kelly