Being a manager isn’t just about you. It’s equally important to instill leadership skills in your employees, for the good of their careers and for your future business success. When people are equipped with the right management skills, they are able to make more informed decisions, guide others, and be better qualified for opportunities that come their way.

Develop Tomorrow’s Leaders Today

Constantly grooming your employees for future leadership roles builds engagement, morale and productivity. It also makes people’s transition into bigger roles as seamless and successful as possible.

  • Encourage employees to network. Networking is essential to individual growth and business development. Start by encouraging networking within your workplace, during lunch hours and at after-hours events. Then, have employees branch out and connect with industry professionals outside of the company. Have them tag along when you attend functions. This will give them a clear idea of how to properly conduct themselves so they can eventually succeed on their own.
  • Be a mentor. There is no better person to learn leadership skills from than a leader. Be a mentor yourself – or at least establish a mentorship program, where employees can sharpen their skills with the help of more seasoned colleagues.
  • Provide growth opportunities. Make sure employees aren’t stagnant in their roles by providing them with opportunities to grow, so they can pursue future leadership roles at your company. They are your most important assets, so invest in their future. These opportunities may include tuition assistance, internal and external training, or bringing in guest speakers to host lunch and learn sessions.
  • Offer the right experiences. As you assign work, give thought to where your developing leaders need experience. Delegate accordingly. For example, if an employee needs public speaking experience, have them begin by observing as you make a presentation. Eventually, have them start filling in and presenting in your place. The same goes for other leadership responsibilities such as running meetings and overseeing projects.
  • Allow them to struggle a little. When an employee needs help with something, they tend to come to you for help. This is okay; however, when you’re coaching someone to become a leader, it’s beneficial to push them to find their own answers. Be the mother bird who gently pushes her baby out of the nest.
  • Give people ongoing feedback. Successful feedback enables you to review and measure employee performance, in order to continually improve their development. Ongoing communication is critical. Yet, according to a SHRM (Society for Human Resource Management) survey of more than 800 employers, only two percent said they provide this ongoing feedback. Build effective communications by meeting regularly with employees in informal one-on-one sessions. Supplement these with quarterly meetings to identify and tailor development plans.

The StaffMasters team offers decades of experience, consulting on a full spectrum of HR functions including employee skills development. Contact us today, so we can help your company build a more robust, higher-value leadership initiative.


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