In a previous post, I discussed why succession planning is vital to the long-term success of an organization and provided steps on how to develop a succession plan. Succession planning is not merely a best practice; it is a strategic imperative for organizations looking to thrive in the long term. By proactively identifying and grooming future leaders, organizations can navigate challenges, seize opportunities, and build a sustainable path to success.
In this post, I'd like to delve deeper into ways to develop your employees so they are prepared to take on more responsibility when the time comes. I believe that to achieve the greatest success for the organization, as well as the highest employee engagement and satisfaction, you need to create as much alignment as possible between the organization's needs and the roles that support it, along with the dreams and aspirations of the employees. Employees are most engaged, perform at their best, and provide extra effort when they love what they do and are happy. Hence the saying, “Find what you're passionate about, and you'll never work a day in your life.” This is not an easy task but is certainly achievable.
Our role as leaders is to first understand what skills, experiences, and behaviors are required to execute our various roles most effectively. Then, we need to get to know our employees to understand their dreams, aspirations, strengths, and weaknesses. Assessments are a valuable tool that has made significant advancements over the years to help us better understand who we are, what we're good at, and where we may need to develop. An example is Profile International's PXT Select, which is a powerful assessment tool that measures various thinking and reasoning styles, behavioral traits, and occupational interests. Multiple reports are created from this powerful assessment to provide insights for developing the Individual Development Plan.
Keep in mind that as organizations and employees grow, their needs may change. As a result, misalignment can begin to occur, causing dissatisfaction for the employee, the employer, or both. When this happens, it's best for both parties to realize it sooner rather than later so they can address it. If you have frequent performance reviews and open, honest conversations about performance and career paths, you'll have the ability to remain aligned. In some cases, the organization may not be able to provide the roles and challenges that an employee aspires to, or perhaps the timing is off. In that case, our role as servant leaders is to continue to help individuals achieve their dreams, even if it's not with our organization. While this isn't easy, it's probably best for both parties in the short and long term.
Now that you have clarity about role requirements, alignment with employee aspirations, strengths, and weaknesses, and a development plan to address the gaps, there are many ways to develop individuals. Here are just a few…
Ways to Develop Your People
Invite Them to Have a Seat at the Table
This is one of the most powerful tools at your disposal because people learn in different ways, and experiential learning is paramount. For example, invite them to participate in your next strategic planning meeting, accompany you on a customer visit, or attend a staff meeting. Let them see what it's like at the next level, what is discussed, and how decisions are made. This also provides an opportunity to build stronger relationships with key individuals within the organization.
Special Projects
If there's a project that needs to be addressed, let them take a crack at it, even if they're not quite ready. You can become the mentor and guide them as needed, but don't micromanage. Let them provide the leadership, and you become more coach-like, asking powerful questions to help them figure it out. This provides development for the individual and frees up your time. While it might be easier to do it yourself the first time, it won't be the next.
Association Leadership Roles
Encourage them to take on leadership roles within your industry association, or perhaps within an association for their functional discipline. This will help them develop their leadership skills while gaining valuable industry or functional knowledge and building key relationships.
Customer Visits
Meeting with customers on a regular basis is a great way for individuals to learn the true needs of the customer and how your company is addressing them. Many organizations think this is only the job of sales and marketing, but I would encourage everyone to meet with the customer periodically. This not only helps develop the individual and better understand the needs of the customer, but it also helps the customer build a stronger relationship with the organization and feel more connected.
Leadership Programs
If your organization offers a leadership program, encourage them to enroll in the program. If your organization doesn't have its own program, there are many programs available in the marketplace, so find the one that best meets your needs.
Coaching
Coaching is starting to be recognized as a valuable tool at every level of the organization, not just at the top. Coaching can assist an individual with gaining clarity, confidence, and accountability to perform at the highest level while helping them develop to their next role.
Lunch and Learns
Conducting monthly lunch and learns within your organization or department is a very effective way to learn about new topics, build relationships, and develop new skills. For example, you could watch a relevant TED Talk and then facilitate a discussion, have individuals give a presentation on a specific topic in their area of expertise and then facilitate a discussion, or have individuals give a presentation about a topic or hobby they pursue outside of work and facilitate a discussion. This gives everyone an opportunity to work on their presentation and facilitation skills, learn new content, as well as understand, respect, and leverage the diversity within the organization.
Seminars, Books, Podcasts
These are all great ways to delve deeper into specific topics to gain further knowledge to address your weaknesses and build on your strengths. As a result, provide some guidance on what books, seminars or podcasts you think may be beneficial. Once they've attended the seminar or read the book, have a discussion with them to discover what they learned and what questions they may have. This provides an opportunity for you to connect further with the individual and provides an additional level of accountability.
Mentoring
Mentoring others is a critical leadership behavioral trait. As a result, you can create a mentoring program within your organization, assigning mentors and mentees to build relationships and assist with the development needs of individuals benefiting both the mentee and the mentor. I would try to be as intentional as possible on the assignments so the greatest benefit can be gained. You can also have the mentee pick their mentor based on who they think would be most beneficial. Ask them to meet at least once a month in some capacity and have them report back to you on what they're learning to provide additional accountability. I would encourage changing mentors at least once a year to keep it fresh. They can always continue to meet with their previous mentor as they wish if they think it's valuable to do so.
Networking
Encouraging your employees to network regularly is very powerful. From one-on-one coffee meetings to Chamber of Commerce events to Young Professional Networking Groups, there are numerous opportunities to meet new people and discover new things. Networking is a great way to meet others with similar, as well as different areas of interest thus expanding your knowledge base. It's also a way for you to become a super connector, that is being able to make introductions to others that may be beneficial to them which is extremely valuable. Being a super connector is a great way to set yourself apart.
As you can see, there are many ways to help develop individuals to prepare them for their next role and the roles that follow. It takes careful planning, intentionality, and accountability to execute. My advice here is to take development seriously. Get clarity about your needs, how best to meet those needs, then act to fill the gaps. If you don't, you are only limiting your possibilities. But if you do, your possibilities are endless.
Want to put these into practice?
Start a Conversation