There’s a talent war that continues to trouble organizations eager to fill positions with people who are highly skilled, experienced, and capable. The reality is that competition is fierce. And candidates aren’t what they used to be. Today, jobseekers are also evaluating their potential employer as they look for work environments that align with their values. So even if a candidate passes the interview and evaluation, there’s no guarantee that they will take the job offer.
Because of the competitive job market and evolving expectations of job seekers, leadership needs to be future-driven and look ahead. They need to anticipate changes and prepare smart plans for events when their people need to mobilize and confront disruption. They also need to understand the implications of losing good employees to the competition that promises them growth and career development.
The most effective and successful leaders have a future-oriented mindset. And when you’re future-driven, you recognize the benefits of investing in high-potential today. When leadership looks within its organization to identify future leaders, it’s preparing for a future that may need to fill leadership roles as the organization expands and the spots become available. And rather than battling it out in the talent war, it can look within to promote people that are not only already highly skilled but have also demonstrated loyalty and commitment.
Leadership training not only improves the skill levels of current employees but it’s also empowering them. Helping talented employees not only expands their expertise but also boosts engagement. Employee engagement has a huge impact on performance and productivity. And often, employees that have been molded through mentoring and coaching give back to the organization. Not only are they more likely to stay longer, but they feel more fulfilled and become more effective.
How to Develop the Next Generation of Leaders
Leadership training plays a vital role in succession planning, preparing you for a future that may demand transitions. Here are tips on identifying and developing high-potential employees into future leaders:
Train supervisors to recognize potential
Establish standards for the organization’s definition of good leadership. Communicate to managers and supervisors to look out for employees that show promise. Remember, an employee that meets all their deadlines or sells the most doesn’t necessarily mean they have what it takes to be a good leader. Most of the most effective leaders are the ones that possess unique traits like confidence, strong communication skills, and adaptability.
Expand knowledge or responsibilities
Once you’ve recognized high-potential employees, create a plan that will help them refine their skillset and gain practical experience. Mentorship programs involving the manager and employee can help develop strengths and address weaknesses.
Consider enrolling potential leaders in courses that can help them master new tools and technologies. Their manager may begin to delegate some of their tasks, so the employee gains more experience in high-value work. You may even consider gradually increasing their authority by giving them the responsibility to make certain team-related decisions.
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