This month, we’re focused on investing within. Internal culture and professional development are essential to a company’s health, though it can be hard to make them a priority amidst external goals. The good news is that it’s not always as expensive or time-consuming as many think. Last week, we discussed the importance of thought leadership and how to cultivate it among your employees. This week, we’re sharing how to empower internal leaders and give them the tools they need to succeed.
Many managers wonder how to empower their staff. Does it require expensive trips to conferences, education stipends or big bonuses? While those are certainly great incentives, sometimes simpler methods are just as effective. Igniting leadership on your team should feel natural, enjoyable and never forced.
As you manage projects for your company, implement small team-based approaches. When planning and execution are approached collaboratively, natural leaders can emerge while learning alongside their superiors. This approach also inspires healthy leadership styles, since teammates tend to treat one another as equals and value everyone’s contributions.
Movéo has an internal mentorship program that’s part of our onboarding process, and we highly recommend it. It’s important to begin these relationships immediately at the onset of employment, as they guide new team members through the confusion of starting a new role. With a mentor, new employees always know where to go with questions and how to gain insider knowledge about the company. They’ll feel welcomed and comfortable and learn how things operate more quickly, thanks to their internal guide.
When it comes to high-level strategy and product development conversations, newer or less experienced employees shouldn’t be excluded. Including diverse team members in these discussions has many benefits. It gives natural leaders the chance to develop their voices and skill sets, and it gives company initiatives the benefit of fresh perspective.
Image via (cc) Norman Lear Center
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