Hi Angg, thank you very much for your question “How do I develop leaders and how do I lead them?” I could imagine that it’s a common question in the minds of business owners or executives. It does not matter the size of the company. John Maxwell correctly stated that “Everything rises and falls on leadership.”
Leaders are accountable for the rise or fall of the organization. They cannot pass this responsibility to anyone else in the company. So let me see and try to put together a few easy steps for you, Angg. But, of course, execution is still the key to any framework or suggestion.
Step 1: Learn to recognize potential.
It would help if you were very clear on the potential that you are looking for in your leaders. For instance, are the behaviors you seek; good communication, team building, execution, motivation, and problem-solving skills? What is it that you seek in a potential future leader?
Step 2: Get help finding high-potential employees
Gone are the days of looking at employees from a single dimension – performance. Instead, a better way of looking at your employees is from the lens of performance, potential, and willingness. They may be performing but are they living up to their full potential? They may have great potential but are they willing to take on leadership roles?
Step 3: Sell your Vision
Leaders do not come to work just for the pay. Influential leaders are sold on a grander purpose, the company’s Vision. Are your potential leaders sold on the company’s Vision? Wait, let’s step back for a minute. Do you have a compelling vision to sell?
Step 4: Establish a development plan.
Leaders are created. Identifying future leaders with potential and willingness without a plan is pointless. Work with your HR to craft a 12-24 month leadership development plan. The keyword is their development and not just training. Training is only one method of developing people. It would help if you considered alternative and creative ways of developing your future leaders.
Step 5: Provide opportunities for leadership development and growth.
Development plans must be closely linked to opportunities to use their skills. The best development programs are quickly followed by opportunities to use new skills. Studies show that new knowledge quickly dissipates months after acquiring them if left unpracticed.
Step 6: Monitor. Measure. Reward.
You cannot improve what you do not measure. How effective is your performance management process?
Step 7: Follow-through through coaching and mentoring.
The theory is good, but the experience is better. The best lessons come from the experience of seasoned leaders. The leaders you are building will still need the guidance of battle-worn leaders from within or outside the company. Nothing beats coaching and mentoring when developing people. Experience still plays a significant role in rapid development.
It may sound easy, but the key is putting the commitment and processes in place to ensure the seven steps happen.
For your second question, how do you lead leaders once they are developed? Simple, give them a direction and get out of the way. Then, of course, you need regular alignments to ensure they succeed.
Thank you very much for your question Angg. I hope that I was able to answer your question.
Be safe and keep sending in your voice questions:
TRAINING LEADERS. TRANSFORMING ORGANIZATIONS. 