3 Ways to Develop New Leaders

Posted on February 11, 2013 by TNS Consulting Team (via Scott Spayd)

With the first quarter of the new year comes new changes in businesses across the globe. Many companies look to develop current leaders’ skills in such a way that provokes change and progression in the company, while other organizations may be looking for new talent to place in leadership roles. Either way, some trends have emerged for effectively developing old and new leaders that can be summed up in a few succinct pointers.

1. Get them involved in a career-enhancing group that may or may not be directly linked to the company. For example, a budding leader may hope to enhance her management skills by becoming actively involved in a professional organization outside of the company she actually works for. Not only would this do well to develop her management skills in ways not possible in her current position, it would clearly show her initiative and commitment to becoming a great leader.

2. Let leaders know that the organization is willing to work with them during times of learning and development. This merely means that if the organization is truly hoping to create great leaders, they must make an effort to assist the leaders while they learn and to be flexible with any potential mistakes or roadblocks that arise. If an employee feels that he or she will be judged harshly for making mistakes during the learning process, the individual may be less likely to become fully immersed in the development process for fear of failure.

3. Set small goals for employees in positions for advancement so that they may have opportunities to show what they can do. People often to not perform to the best of their ability unless they are somewhat challenged by a specific goal. They also tend to not place much weight on attaining the goal if they think no one will notice the accomplishment. Therefore, a perfect example of a small goal for employees to strive for is one or two short presentations on a project per year. This would enable budding leaders to flex their public speaking muscles while getting the chance to explain a detailed project to peers. Such a goal would be a great (and inexpensive!) way to motivate and develop employees into leaders.

TNS Consulting Team (via Scott Spayd)

About TNS Consulting Team (via Scott Spayd)

Great companies know that it takes highly engaged employees to retain customers and make their brand promise come alive. To make the connection between your employees, customers and brand, you need a partner with deep expertise across several areas. Only KANTAR TNS has over two decades of employee survey experience, as well as access to the consultative and research resources of the world’s largest customer satisfaction benchmark database and brand analytics research. Whether you have 200 employees or 200,000, Kantar TNS has the expertise and the advanced measurement, reporting, and follow up tools you need to deliver on your employee and customer brand promise.

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