Here's how you can spot and cultivate future leaders in your small business team.

It's a great point about identifying future leaders by their actions, not just their titles. I'd add that listening skills are equally important. Leaders who actively listen, seeking to understand different perspectives before making decisions, often foster a more inclusive and innovative team environment. They recognize that leadership isn't just about giving directives; it's about cultivating an atmosphere where everyone feels empowered to contribute their best work.

Some of my best leaders started young and green. You can either hire for skills and pay for it with a higher salary or hire young, without skills and pay for it with time and training investment. Either way can produce great results. If someone shows initiative, build them up. Challenge them, test their skills and leadership potential. See how proactive they can be.

Spotting future leaders in your small business starts with observing who naturally takes initiative and inspires others. Look for team members who show resilience, problem-solving skills, and a strong work ethic. Cultivate their potential by offering mentorship, professional development opportunities, and challenging projects. Encourage a growth mindset and provide regular feedback. Remember, leadership is nurtured through trust and empowerment.

Its good to identify those leadership traits so you can spot them. When I worked in radio in the 90s our music producer skipped over the spice girls sample tape! Be aware the next big thing can be disguised behind what isn't popular today. So you have to notice your own assumptions so your prejudices dont bypass a key person just because they are doing something different. With the right input that person could transform your business for the better, but they dont necessarily come in the package you thought they would or play the game the same way you do.

Creating a safe space for experimentation is essential for developing leadership skills. In my experience, mentorship programs can be incredibly valuable in this regard. Pairing emerging leaders with experienced mentors provides them with personalized guidance and support as they navigate new challenges. It's a powerful way to accelerate their growth and help them develop the confidence to take risks.

Criticism in my career was something that would not only hold me back, but push me to leave. Too many times no matter what i would accomplish even if out of my direct preview. I would be punished for what was not completed. This would however motivate me, motivate me to leave the company.

The best thing you can do as a owner, CEO or leader is to ask questions. Team building is a such an important aspect of business building. It's 100% worth the time, effort and commitment. Find out what went well, what didn't work. Analyze with them and show that results aren't the most important things. Process is what should be the focus. Continually improve processes and thought patterns will always improve results. Just keep making it better. Equally important for staff as it is for product.

Providing feedback effectively is as important as giving it regularly. I've found that framing constructive criticism as "what I observe" rather than "what you did wrong" can be more easily received. This encourages reflection and open dialogue, shifting the focus from blame to learning and growth.

This is so underrated. There are loads of resources available to improve staff skills. And the beauty is, most times you don't have to do it yourself. All you have to do is connect staff with the coach, program or community. They will appreciate the growth opportunity you've given them and link that value to you while gaining skills to push your business forward.

Investing in formal training is definitely valuable, but I'd argue that encouraging a culture of continuous learning within the organization is just as important. Creating opportunities for employees at all levels to attend industry conferences, participate in online courses, or even lead lunch-and-learns based on their expertise can be incredibly impactful. It fosters a growth mindset and empowers individuals to take ownership of their professional development.

Unfortunately companies don’t see leadership as a concern. In their perspective it doesn’t pay the bills, it doesn’t make them money. Many places don’t seem to have management training. If they do it’s a one and done class. It’s unfortunate. It really is.

I agree that autonomy is crucial. One way to foster this is by implementing a "test and learn" approach to decision-making, particularly with less experienced leaders. This encourages calculated risk-taking within a structured framework. Even if a project isn't entirely successful, the valuable lessons learned can be shared and celebrated, contributing to a culture of innovation and resilience.

Cultivating a leader starts with identifying a person who values relationships above all else. Strong relationships with family, peers, and co workers provide a foundation on which to leverage networking, creativity, and productivity. Good relationships transcend one company’s culture and can have long term career benefits and tend to be a good predictor of success. Employees or business partners that routinely burn bridges or embrace a “what’s in it for me” attitude will ultimately not be as successful as servant leaders who value the needs of others and focus on solving the problems of others while building lasting relationships.

Absolutely, today's world demands a shift in leadership paradigms. Traditional methods, though effective in the past, may not fully address the complexities and challenges we face now. Leaders, both in big and small businesses, must innovate and consider the broader impacts of their decisions. It's crucial to remember the passion and vision that sparked the journey, rather than solely pursuing profit. Prioritizing family, valuing genuine happiness over material wealth, and focusing on meaningful contributions to the community define a true leader. Such leaders are remembered not just for their financial success, but for their profound positive impact on the lives around them.

How to find future leaders in your organization. So I am going to talk about what not to do. Too many times people are promoted into management based on their work ethic. I fell into this in my early career life. Then once they are in managment they become. Sub par managers. Not their fault. I would consider having a course or let them shadow one of your managers. To see what the job truly is. I know you may be in a pinch to fill a position. That’s ok, it will happen. If you don’t have another option, fill the position and give them the needed training and support.