Why is it important to develop others? By developing others for leadership, you can affect the future growth of your organization. You can also help others reach the limits of their abilities, empowering them to be more involved with the mission of the organization.
More personally, you can give your team members the types of opportunities you were given, which helped you reach your position. You can experience the satisfaction of passing on the qualities great mentors have helped you develop.
What Does It Mean to Develop Others?
To begin thinking about developing others, it’s vital to leave abstractions as soon as possible. Anchor your thoughts on a real person who has influenced your development.
Once you can picture that person, write down a few notes on each of these questions:
What was that person like? What were his or her important qualities?
What were his or her important actions?
How did that person inspire you to learn and grow?
In what ways did you contribute to the relationship?
What positive actions did you take that helped you develop?
You will need the qualities and actions of a good influencer or coach in your mind as you learn the techniques below. Without those traits, these ideas will be much less effective.
How to Develop Leadership Skills in Others: 3 Development Requirements
These are three pieces you need in place for effective leadership development. They work together like the three legs of a stool, which would fall over without one or two of the legs, so don’t move forward in developing others without all three.
1. A Standard Development Process
Create a standard process for developing others. As soon as anyone shows potential for or interest in leadership, you can take them through it. The process could include:
An initial discussion about developmental goals
Finding opportunities in which that person can learn and grow
Setting up systems to hold the employee accountable
Scheduling follow-up meetings with the employee
2. A Supportive Leader Who Prioritizes Development
Your employee should see you as a valuable resource or coach. Remember the person who helped you to develop? To be that for someone else, focus on these behaviors:
Be committed to the process of developing others.
Help your employees select relevant, interesting learning opportunities.
Help him or her stay committed to the process.
Be a good example by working on your own development.
Stay in regular communication with the employee about development assignments.
Give him or her developmental resources and remove barriers to improvement.
3. A Candidate Committed to Development
Even your best efforts can only have their intended effect if a candidate is committed to the process. Good candidates generally begin as one of two types:
Already Interested: These already have an interest in becoming better leaders. They’ll be excited to learn as soon as you give them the opportunity.
Easily Motivated: Some employees can become excited about developing if you explain the many benefits they will receive from the process. They may then choose to make a commitment and stick with it.
Remember that everyone builds their skills just one step at a time. Patience is therefore essential for leadership and developing others.
Focus on how important it is to help employees internalize leadership qualities: you could help to improve them for the rest of their lives. They may remember you and your caring attitude many years from now.
Be a great example of continuous development, and become committed to developing others for leadership. The benefits to your organization, your relationships, and your life are practically inestimable.
CMOE’s Design Team is comprised of individuals with diverse and complementary strengths, talents, education, and experience who have come together to bring a unique service to CMOE’s clients. Our team has a rich depth of knowledge, holding advanced degrees in areas such as business management, psychology, communication, human resource management, organizational development, and sociology.
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