It is often said that the sign of a great leader is the ability to produce new leaders. In many instances, leadership abilities need to be cultivated and developed. It is the duty of current leaders to nurture the future leadership talent of tomorrow.
To find this new talent, organizations do not have to look far. Leadership is often a hidden gem within an organization that can be found at every tier of employment, not just at the top.
When cultivating new leadership in your organization, remember these tips.
Create catalysts for change.
Change drives innovation and development. Creating an interactive culture that encourages the sharing of ideas will help leaders emerge naturally. Zephrin Lasker refers to leaders as “paradigm shifters” and shares his own organization’s success in creating agents for change in an article on Forbes.com .
“We give people permission to ask why something has to be done a certain way or even if it should be done at all. Disrespect for convention and the status quo is the key to innovation, and while we can’t all be the Wizard of Cupertino, we can channel some of that playful dialectic.”
Similarly, Debbie Gordon advises business professionals to solicit opinions and ask for advice in a story in Nashville Business Journal.
“Ask employees what they think about an idea. Even though you may know that the idea is a solid one, let your team members use critical thinking skills to assess it and give you feedback.”
Engagement is key.
Sometimes finding new leaders takes some digging, and that calls for engaging with employees on multiple levels. Debbie Gordon suggests having one-on-one conversations with no agenda in a non-threatening setting.
“Use this time to learn about what makes your employees tick. Ask what they are working on and what suggestions they may have for the business. Ask about their interests. One lunch hour will go a long way.”
As new generations enter the workforce, the requirements for leadership are shifting. The more employers can stay in tune to employees’ needs and desires, the better suited they will be to foster the next generation of leaders.
Instead of hoping leaders will emerge, take action to ensure they do.
An employee may possess natural leadership abilities, but be unable to recognize them personally. It’s a leader’s responsibility to mold these abilities into traits that the employee can be confident about. In a recent store for Inc.com, Peter Economy shares his view on the issue.
“The top companies for leaders focus on identifying and building engaging leaders who are stabilizers, demonstrate versatility, and stay connected to people and events inside and outside their organization. Instead of hoping leaders will have the qualities they want, top companies take action to ensure that they do.”
Companies no longer need one exceptional leader at the top; they need leaders throughout an organization. Take the time to develop the talent of employees and your entire company will reap the rewards.
