Igniting leadership at your company often feels easier said than done. Busy executives have growth on their minds, and it’s not uncommon for professional development to take a backseat. On Monday, we discussed the importance of internal investment and shared three ways to inspire organic leadership development for your team.
Leadership cultivation for your employees shouldn’t be a gift they’re awarded after two, five or even ten years with the company. Instead, invest in their leadership capabilities from day one. Staff members should know, from their first day, that they are valued and that their growth is a priority. Committing to professional development as part of your culture, rather than a once or twice a year perk, has benefits that will make your company more successful over the long run.
By preparing the leaders of the future, you pave the way to eventually leave the company in good hands. You also enable your team to do better work in the present by encouraging them to explore leadership potential. They will all discover their own strengths and styles, but along with those, they’ll find better ways to complement one another and strengthen the team. Putting extra effort into employees–even the new ones–reaps big rewards for business impact.
New or less experienced employees often grow the fastest when they’re put in a “sink or swim” situation. When trusted to lead a project, often they’ll rise to the occasion, sometimes bringing even more energy to their work than seasoned team members. It helps to match these employees to a mentor who can guide the project when questions arise.
Networking shouldn’t be a dirty word. Help young employees learn the right way to do it by encouraging them to get to know others in the company who can advise or inspire them towards success.
When an inexperienced employee comes to you for answers, help them discover a solution of their own rather than doing it for them. This doesn’t mean they’re left to their own devices–instead, a leader should ask questions and share his or her own experience to get them thinking in the right direction.
When trusting new employees with big projects, many managers learn that it’s wise to let team members take ownerships of projects that are aligned with their special skills or interests. This encourages self-teaching and more happiness in the workplace, two things that often lead to productivity and retention.
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