Ask Andi: How do we build leadership talent from our next-gen? It’s time to move beyond current-gen running the company. Our future leaders are in need of leadership training. Any suggestions?
Thoughts of the Day: Building leadership talent is a complex topic. Expose people early and often to the training necessary to become successful leaders. Use breakdowns as growth opportunities. Encourage rather than discourage potential leaders.
Building leadership talent for the future
Many people say they’d know leadership when they see it. Consider the following factors:
- Problem-solving learner seeks out innovation, strives to excel
- Enthusiastically initiates, using common sense and flexibility
- Uses goals, objectives, and plans as tools
- Shares information and power, delegates effectively
- Gets results, demonstrating integrity and a high ethical standard
- Motivates and develops people, able to critique in a positive way
- Inspires people to reach deep, accomplish more than they thought possible
- Makes decisions, takes action, is accountable and responsible, “owns up”
- Resolves conflicts and builds cohesive teams, knows everyone matters
- Organizes fixes breakdowns, looks to make improvements
- Encourages people around them to shine, shares credit
- Knows their actions are watched, leads by example, professional
- Maintains a realistic, positive attitude
- Active, accurate communicator
- Self-aware, will stand alone, perseveres, knows when to make a change
- Accurately assess personal weaknesses, seek out solutions and advisers
Think about the people you’ve been around. Who would you consider to have been great leaders? What attributes did they demonstrate? Add to the list above.
Attracting, developing, engaging, retaining talent
Periodically assess employees. Look at how they present a variety of attributes. Mark the progress of those who demonstrate and build specific skills.
For example, ask the senior people to pick their top three candidates. Assess those candidates based on leadership skills. On the other hand, consider their task/job-oriented skills. Figure what it will take to prepare those candidates to move up. Think about the challenges tied to both job skill and leadership development. Meanwhile, decide how far you are willing to invest in them.
Likewise, look further down into the organization. Are there individuals who already demonstrate leadership skills? Consider those just getting started in lower-level jobs. Assign mentors to help them grow to a level with greater impact. That is to say, identify then develop leaders.
Adaptable, approachable, accessible
Build a leadership training program. For example, ask candidates to attend specific classes. Ask an outside organization to develop a custom training program. Tap into resources at local colleges. Ask the local community college for funds to create classes.
Meanwhile, build your own leadership skills. Plan out what the organization will look like in 5 to 10 years. At 2-3 times its current size. Identify internal candidates to fill leadership positions. On the other hand, shift recruiting emphasis to include searches for leadership talent. Consequently, make sure people focus on a common mission.
Above all, treat mistakes as learning opportunities. Remember when things go wrong, people get scared. Firstly, they need to know they are going to be okay. Secondly, ask people to solve the problems they’ve created. Further talk through the options. Moreover, fill you in on the results. Encourage collaboration and information flow. Help each other to succeed. working together,
Looking for a good book? Building Leaders: How Successful Companies Develop the Next Generation, by Jay A. Conger and Beth Benjamin.
