How do you spot and grow your team's future leaders?
As a people manager, you have the responsibility and the opportunity to identify and develop the potential leaders in your team. But how do you spot and grow your team's future leaders? Here are some tips to help you nurture the talent and skills of your high-performers and prepare them for bigger roles.
Future leaders are not necessarily the most vocal, ambitious, or popular; rather, they are those who demonstrate a combination of qualities that make them effective and influential. These qualities include initiative, which involves taking ownership of tasks and projects and proactively looking for ways to improve their work and help others. Additionally, future leaders should be curious, eager to learn new things, ask questions, and seek feedback. They should also be adaptable, able to handle change, uncertainty, and ambiguity while adjusting their approach and mindset accordingly. Furthermore, they should be collaborative, building trust and rapport with peers, stakeholders, and customers while leveraging the strengths and diversity of their team. Lastly, future leaders should have a clear vision of purpose, direction, and impact that aligns with the goals and values of the organization.
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Cal Brown
Security Transformation
Future leaders should be comfortable and confident in managing boundaries and scope, able to communicate clearly either for themselves or on behalf of colleagues if those boundaries are being challenged. Boundary management is a massively under-estimated skill, but vital if you're going to progress without burning out.
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Jose Montoya ∑
𝗟𝗶𝗻𝗸𝗲𝗱𝗜𝗻 𝗧𝗼𝗽 𝘃𝗼𝗶𝗰𝗲 Global Supply Chain Optimization Maestro, Inspire everyone to connect and solve problems, Economist, Executive Board Member, CoffeeBreaK Logistics Podcast Host, Author, Content Creator
Spotting and growing future leaders within your team is a crucial aspect of leadership and organizational development. Identifying individuals with high potential and nurturing their growth can lead to a strong pipeline of capable leaders who can drive the success of your team and organization. Here are some strategies to spot and grow your team's future leaders: Assess Performance and Potential Encourage Continuous Learning Provide Stretch Assignments Foster a Culture of Mentorship Promote Cross-Functional Experiences Encourage Leadership Development Programs Foster Autonomy and Ownership Provide Constructive Feedback Promote Collaboration and Teamwork Succession Planning
As a people manager, it is important to provide future leaders with regular and constructive feedback and coaching to help them grow their skills and confidence. To do this, you should set SMART (specific, measurable, achievable, relevant, and time-bound) goals and expectations for your team members, and track their progress and performance. Additionally, give specific and timely praise and recognition for their achievements, efforts, and contributions, as well as honest and balanced feedback on their areas of improvement. Provide guidance, support, and resources to help them overcome challenges, solve problems, and make decisions. Finally, encourage them to reflect on their experiences, learn from their mistakes, and apply their learnings to future situations.
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Christopher M. Milu
Estate Services | Estate Management | Property Management
Feedback be it corrective or negative is necessary for any working relationship. It is vital for authentic realization to take place.
As a people manager, you should provide future leaders with opportunities to stretch themselves, take on more responsibilities, and demonstrate their abilities. Delegate meaningful and challenging tasks and projects to your team members and give them the autonomy and authority to complete them. Set clear expectations, boundaries, and resources, but avoid micromanaging or interfering with their work. Encourage them to use their creativity, initiative, and judgment to find solutions and innovate. Support them to take risks, experiment, and try new things while creating a safe and supportive environment where they can learn from failure. Acknowledge and appreciate their efforts and outcomes; give them credit and visibility for their work.
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Rowena Dale Mohammed
Implementation Project Manager • UKG Pro Consultant • People Technology Consultant
The most inspirational leaders focuses and directs individuals to grow and develop in the direction of their strengths, simultaneously guiding them on how to mitigate their weaknesses.
As a people manager, you should mentor and sponsor your team members by sharing your knowledge and experience, advocating for them, and connecting them with opportunities and networks. You should also introduce them to other mentors and sponsors who can offer different perspectives, feedback, and support. Furthermore, you should encourage your team members to seek out mentoring and sponsorship programs, communities, and events that can enhance their learning and development.
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Shawn Ferrell
Warehouse Manager
Always leave the ego at the door and understand humility. As a manager I don't treat any employee as if they are below me custodian included. Get dirty and show them you are willing to be a member of the team and show by example. Doing so earns their respect and they will follow you anywhere. Start by placing the proper leaders in the proper place. Leaders that will show passion for others and the customer. Be teachers of positive happenings and create an atmosphere of joyous workers. Positivity spreads fast, negativity does too but must be fought until diminished with laughter n smiles. Constant directing and hounding is bad for morale. The worker should be happy going into their 2nd home. Happy people thriving bisiness!
As a people manager, you should challenge your team members by setting high but realistic standards and expectations, and pushing them to achieve their goals and potential. You should also support them by providing resources, tools, and feedback, as well as being available and accessible when they need your help. It is important to balance challenge and support by adjusting your level of involvement, direction, and feedback according to their needs, preferences, and readiness. Additionally, you should monitor their well-being, motivation, and engagement, and check in with them regularly to see how they are doing. Finally, you should provide recognition, rewards, and incentives that match their performance, contribution, and aspirations. Spoting and growing future leaders is an ongoing process that requires your commitment, attention, and care. By following these tips, you can help your team members develop their leadership potential and prepare them for the next level of their career.
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Alexandre Blumenthal
EMEA Marketing and Communications Lead at Lenovo ISG
It all starts as early as in the hiring process. As a leader you should be able to sense who has the tools and characteristics to replace either yourself or a fellow manager. Not all roles require an ambitious candidate as we need a good mix of people that get the job done and the ones that can inspire and give directions. Too many organisations fail in having a second in command because of multiple reasons. Don't be afraid therefore to hire a raw diamond that one day with the right polishing shines even brighter than you ever did.
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