From Bud to Boss

About the Author

Kevin Eikenberry is the Chief Potential Officer of The Kevin Eikenberry Group, a consulting company specializing in leadership training and development. He is the author of several leadership books, including Remarkable Leadership. Guy Harris, co-author of From Bud to Boss, owns Principle Driven Consulting and is a master trainer and coach. He has experience as a nuclear engineering officer in the U.S. Navy, a manager in the chemical industry, and an entrepreneur. Together, Eikenberry and Harris developed the Bud to Boss™ Workshop, which is designed to help new leaders transition successfully from peer to boss.

Main Idea

The transition from an individual contributor to a leadership position is often the most challenging professional change one can experience. From Bud to Boss offers practical advice and insights for novice leaders to navigate this transition successfully. The book focuses on adopting a leadership mindset, developing essential communication and coaching skills, managing change, and building effective teams.

Table of Contents

1. Introduction
2. The Toughest Professional Transition
3. Role Changes
4. Relationship Changes
5. Managing Change
6. Effective Communication
7. Coaching for Success
8. Building Teams
9. Setting and Achieving Goals
10. Conclusion

The Toughest Professional Transition

Transitioning to a leadership role is a significant professional challenge. This shift from being a peer to a boss involves navigating new responsibilities, expectations, and dynamics. According to Eikenberry and Harris, the foundation for success lies in the desire to succeed and the belief that you can succeed. As they put it:

"The two most important building blocks for your success in the transition from Bud to Boss are the desire to succeed and the belief that you can succeed." - Kevin Eikenberry and Guy Harris

Believing in oneself is crucial for overcoming the initial hurdles and self-doubt that often accompany a new leadership role. This belief must be genuine, not merely a display of bravado. The authors emphasize the importance of quiet confidence and a commitment to continuous improvement, acknowledging that mistakes are part of the learning process.

Role Changes

When moving from an individual contributor to a leader, the entire focus of your role within the organization changes. You now represent the organization to your team and your team to the organization. This dual responsibility requires a deep understanding and acceptance of the organization's mission, vision, and values. Eikenberry and Harris advise:

"You represent the organization to your team. You represent your team to the organization." - Kevin Eikenberry and Guy Harris

Leaders must be clear on the organization's goals and communicate them effectively to their teams. This involves aligning the team’s efforts with the broader organizational objectives, ensuring everyone is working towards the same purpose.