If you’re a manager who’s continually developing your team members into leaders, you’ll likely be getting yourself noticed and marking yourself for promotion, too. The more prepared they are to make informed decisions and guide their peers, the stronger your department will be and the better you’ll look. So, when you get called up for promotion, you need to make sure someone’s ready to replace you.
Teach Them to Make Connections
Good leaders need to be able to connect with strangers, initiate conversations, and find opportunity in every interaction. Encourage your future leaders to attend as many in-company events as possible – after-work events, luncheons, etc. and have them network beyond the people they normally talk to. After that, have them go to larger events in the community or the industry. At the beginning, it might help if you attend some of these events with them, but as they become comfortable, they can represent the company in your place.
Spread Out Your Duties
Start to delegate some of the unique responsibilities you have as a manager. Don’t just give them tedious tasks you don’t feel like doing; invite them to attend management meetings with you or have them give a presentation in your place. Consider strengthening those skills they otherwise might not get a chance to develop, such as public speaking.
Teach them to problem-solve
Give a man a fish or teach him how to fish? It’s always best if you can be hands-off and give your future leaders the chance to problem-solve on their own. You might help by pointing them in the right direction or introducing them to a piece of software or colleague in another department who can help them, but don’t be the one to jump in and resolve every issue.
Be a Mentor
As you’re guiding your future leaders and helping them develop their leadership skills, be mindful of the little moments and consider that you’re helping to shape their career. Meet with your employees one-on-one to discuss their goals, future plans they have, and any challenges they’re having.
Give Them the Reigns
By trusting your employees to be autonomous and giving them space to make their own decisions, they’ll feel empowered, confident, and valued. Remember that mistakes are learning experiences, so let them happen. Your future leaders need to feel like they have ownership over what happens in the company – they’ll be more invested, more engaged, and more passionate about its future. This is how they’ll rise to the top as the next leaders of your company.
For more tips on how to bring on motivated, driven employees, contact us today.
Ty Culver is the Client Development Director of CulverCareers focusing on talent acquisition and workforce solutions with a wide variety of local, national and global clients.
Ty has been working in various aspects of the industry for over 10 years and developed deep expertise in Executive Search, Executive Benefit and Talent Acquisition Programs along the way. He has a range of experience from SMB to Enterprise clients and hyper specific executive searches to high volume recruiting with companies in a dynamic state of flux.
Today, Ty leads a talented team of Talent Acquisition Specialists, Executive Recruiters and Client Success Managers at one of the most respected Recruiting Firms in the Nation, CulverCareers. While leadership is a key aspect of his role, Ty still enjoys working with clients on recruiting strategies, executive benefit solutions and workforce solutions to help clients build a holistic approach to talent acquisition and talent retention.
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Blog Archive / 5 Ideas for Boosting Innovation in the Workplace
