Prioritizing Leadership Training Development
Leadership Training Development Prepares Your Organization for the Future
A good, engaged employee is always watching for professional development opportunities. As part of your talent management strategy, you want to find these types of team members. Your leadership training development program needs to be a prominent part of your overall business strategy.
With all the daily demands on your plate, it can be hard to find time to think about the future or leadership training development. It’s also easy to think that you’ll have time later, but the time to work on developing your future leaders is now. Here are some great ways to incorporate leadership training into your plans:
Look for leadership traits in interviews. When a candidate is interviewing for a front-line position, it may be natural to forego consideration of their leadership ability. It’s so much easier to promote an already-engaged employee that embraces your company culture than it is to start fresh with a new candidate, so make sure to watch for leaders at every level of your organization.
Give employees room to demonstrate leadership. It’s tempting for most managers to get into a micromanaging model, but resist it as much as possible. Your team needs the ability to manage their own jobs, providing you with a front row seat to see who will run with minimal instructions and which employees need you to hold their hand more. If your default setting is hand-holding, don’t expect to see any leaders emerge.
Give your employees the floor on a regular basis. Introduce opportunities for your employees to demonstrate their ability to present a topic or lead discussion. A simple idea for this is to set aside 15 minutes in your weekly staff meeting for a team member to present a great book they’ve read or lead a discussion on a trending topic in your industry. This helps them get more polished with public speaking, think on their feet and prepare a compelling topic.
Pull employees into strategy meetings and networking events. If you’re off to a strategy meeting at the corporate office, take along a team member that shows leadership potential. If they don’t attend meetings like these until they’re in the hot seat, they may falter. Help them get comfortable with the next level of business interactions. The same goes for networking events; have them go with you to a convention or lunch where they can get practice making professional small talk and introducing themselves to important contacts.
Align them with their ideal role. Leadership development training often involves helping employees identify their best strengths and then putting them in the position where they will thrive. Use a behavioral analysis to get an objective view of your employee’s talents and use the results to pair them with their ideal job within the right team.
PI Consulting Group’s Predictive Index solutions empower you to make data-driven decisions on hiring, developing and deploying employees. Contact us to learn more about our objective approach to talent management.