As a leader, you want your team members to grow and thrive in their careers. But how can you help them achieve their goals and aspirations? Here are some ways you can support their professional development and make a positive social impact.
The first step is to understand what your team members are good at and what they are passionate about. You can do this by having regular conversations with them, asking for feedback, and observing their performance. By knowing their strengths and interests, you can tailor your coaching, mentoring, and recognition to suit their needs and preferences. You can also help them find opportunities to use and improve their skills, such as assigning them challenging projects, connecting them with mentors, or encouraging them to take courses or workshops.
One of the greatest ways to help team members advance is identifying the strengths you notice in them. Many people are not always conscious of their strengths or they take them for granted and assume everyone does the same thing. My top tips are; - Be a keen observer, notice what they do well and also energises them - Give specific feedback about what you observed, what they did well, the positive impact it had - Ask them for their own insights and to confirm that the strength you see in them is something that they feel they do well and enjoy
As a leader, coach and mentor, I would normally share what I know, guide them and inspire them to achieve the ultimate goal. Challenge them to achieve more as part of their development process. More importantly, respect and trust their hard work and give constructive feedback if you need to. Ultimately, be genuine in your feedback with the aim to help them grow or make them better than you.
Sometimes peers are our best coaches! If you want to help someone grow their career, ask coach-like questions - like these: 1. Imagine it's a year from today and you are in a role that you are passionate about and you are making a real difference! What's different than today? (This question helps them establish their why for creating change). 2. What are you doing differently? 3. What is the impact you are having? 4. How would others describe you? Questions like these help people step back and see themselves and their next steps with greater clarity. It helps them characterize what their impact can be so they can begin to move toward the vision that is emerging in their minds!
Here are some critical points: 1) An individual will consider a long term career with an employer only if he/she admires the culture and feels a sense of belongingness 2) Have a frequent dialogue about their performance - make it candid, real time and constructive - it will help in improving his/her performance 3) identify development and improvement opportunities with help of a development dialogue 4) coach and mentor your subordinates 5) have a career dialogue with your team members to know their career aspirations
Me gustaría a?adir un punto adicional que considero importante: La importancia de la retroalimentación La retroalimentación es un componente esencial del desarrollo profesional. Cuando los miembros del equipo reciben retroalimentación regular y constructiva, pueden aprender de sus errores, identificar sus áreas de fortaleza y desarrollo, y mejorar su desempe?o. La retroalimentación debe ser específica, oportuna y centrada en el comportamiento. Debe proporcionar información sobre lo que el miembro del equipo hizo bien, lo que podría mejorar y cómo puede hacerlo. También debe ser ofrecida de una manera respetuosa y constructiva.
Another way you can help your team members advance their careers is by setting clear and realistic expectations for their roles and responsibilities. You can do this by defining their goals, objectives, and key performance indicators, and aligning them with the organization's vision and mission. You can also provide them with regular feedback, both positive and constructive, and help them track their progress and achievements. By setting clear and realistic expectations, you can help your team members understand what is expected of them, how they are contributing to the social impact of the organization, and how they can improve and grow.
Trust them to go beyond their comfort zone and give them "stretch" opportunities. - Don't be a rescuer. Let them learn from their mistakes and ASSIST them in resolving them. Give them the ownership. - Ask for their advice and take it. Do less delegation and more brainstorming together. - Given honest and constructive feedback when something isn't working.
In my experience, setting clear and realistic expectations is fundamental for team success. By defining achievable goals and providing regular feedback, I've guided my team to better understand their roles and the impact of their work. This clarity helps in aligning individual aspirations with team objectives.
Setting clear and realistic expectations is a sound foundation for performing in a role. A less bounded exploration is more suitable for discovering and developing potential passionate strengths. As a deliberate contribution to other's development it might be useful not to mix what needs to be achieved in role with what might be explored to expand one's experience. In any development creating the container and providing relevant scaffolding is key - but the responsibility for growing through intentional actions, exploration and productive reflection lies with the learner.
As a leader, you have the power to positively impact careers of your team members. By setting clear expectations and goals, you can provide them with a roadmap for success. This clarity allows individuals to understand what is expected of them and what they need to achieve in order to advance in their careers. By regularly communicating these expectations and goals, you can help your team members stay focused and motivated. Additionally, providing constructive feedback and guidance can help them develop the skills and competencies necessary for growth. By investing in your team's professional development, you not only enhance their careers but also contribute to the overall success.
A third way you can help your team members advance their careers is by creating a supportive and inclusive culture in your team and organization. You can do this by fostering a sense of trust, respect, and collaboration among your team members, and by recognizing and celebrating their diversity and uniqueness. You can also promote a culture of learning, innovation, and creativity, and encourage your team members to share their ideas, opinions, and feedback. By creating a supportive and inclusive culture, you can help your team members feel valued, engaged, and motivated, and inspire them to pursue their career aspirations.
Having regular one on one with team members. Creating a culture of inclusion. Celebrating the diversity among the team . Fostering collaboration and open communication where they are not afraid of sharing their opinions. Helping them to see their value to the organization by way of open recognition will motivate and inspire them. Another way is to create individual development plans to guide them towards their career goals
I believe creating a supportive and inclusive culture in a team creates the space where members feel safe helping each other grow. This requires helping everyone on the team understand how to give feedback objectively with discernment rather then with negative emotions and judgments that cause defensiveness. Humans are imperfect and so are teams. The best teams understand this and their leaders make room to talk about hard things and work through solutions together. The work to create a defensive-free learning space starts with understanding tools and approaches that help each team member build their capacity to look at every circumstance with a positive rather than a negative mindset.
Being inclusive and diverse is critical, not only in the manner where we’re inclusive and diverse with regard to gender and sexuality but also of thought. Someone wise once told me that the filter during a brainstorming session should be placed on the table and not in your heads, it was only meant as a tactic to create a solid environment where all ideas and opinions are heard without judgement. Helping people progress should be at the core of an organisation’s philosophy, it’ll help them scale. We should always leave people better than we found them.
One thing I have found useful is fostering a supportive and inclusive culture in the workplace. Creating an environment where everyone feels valued, can openly communicate, and respects diverse perspectives has been key in nurturing team cohesion and individual career growth.
As a leader, your primary responsibilities is to help your team members advance in their careers. By creating an inclusive culture within your team, you can foster environment where everyone feels valued and supported. This inclusivity encourages individuals to bring their whole selves to work, which leads to higher levels of engagement and productivity. By providing opportunities for growth and development, such offering mentorship programs or training sessions, you can help your team members acquire the skills and knowledge they to progress in their careers. Additionally, promoting diversity and inclusion within your team can lead to a wider range of perspectives and ideas, ultimately benefiting the overall success of your organization.
A fourth way you can help your team members advance their careers is by providing them with opportunities for networking and exposure. You can do this by introducing them to other leaders, experts, and influencers in your field, and by inviting them to attend or participate in events, conferences, or webinars. You can also showcase their work and achievements to the wider audience, such as through social media, newsletters, or blogs. By providing opportunities for networking and exposure, you can help your team members expand their network, learn from others, and gain visibility and recognition.
In the cannabis industry, career growth is personal. Tailor networking to fit each team member's path. Connect them with mentors in their niche, be it cultivation or compliance. Encourage targeted workshops for deeper insights. This isn't just about exposure; it's about fostering a community where each individual's journey is valued and supported. That's how we grow together.
In my experience, offering opportunities for networking and exposure has been pivotal for career advancement. Encouraging team members to connect with industry peers, attend conferences, and participate in professional groups has opened doors for their professional development and brought fresh perspectives to our team.
Allow people to try and encourage them to lean in and share their views. Empower them through enabling them to take the lead at suitable times. Ask for their input, have open debates and discussions where they are listened to and are advised in equal measure so that they learn from those with more experience but at the same time feel confident to participate in the discussion. That will build their expertise and their confidence.
A fifth way you can help your team members advance their careers is by supporting their career transitions and changes. You can do this by being flexible, understanding, and supportive when they want to explore new opportunities, change roles, or pursue further education. You can also help them prepare for their transitions and changes, such as by providing them with guidance, resources, or referrals. By supporting their career transitions and changes, you can help your team members achieve their career goals and aspirations, and retain their talent and commitment.
As a leader, you have the power to greatly influence careers of your team members. One way you can do this is by supporting their career transitions and changes. By recognizing their aspirations and providing guidance, you can help them navigate new opportunities and grow professionally. Whether it's offering advice, connecting them with relevant resources, or championing their goals, your support can make a significant impact on their career development. By fostering an environment that encourages growth and providing opportunities for advancement, you can empower your team members to reach their full potential.
Help transitions by creating mini-experiences. For example, early in my career I was given the opportunity to cover for a factory manager during their 2-week holiday. This meant when I became a factory superintendent I had some familiarity with what I might be facing. When organisations are concerned about C-suite succession I encourage them to set up shadow boards of potential future leaders and give them real tasks to undertake on behalf of the Executive Team.
One time at work, I assisted a team member through a significant career transition. This experience underscored the importance of providing support during such times, whether it's through career counseling, skill development, or flexible work arrangements. Helping them navigate these changes smoothly has been a rewarding part of my leadership role.
In my experience every team leader has a responsibility to help team members see beyond what they might think is possible for themselves. One option is to invite them to co-implement a stretch assignment in partnership with the team leader. But it comes with some risks. Making it possible may mean helping the team member delegate other assignments or rethink how they are managing and prioritizing their time. It requires helping everyone manage change. Successfully supporting a different work scope and accommodating it means considering the impact to the whole team and helping each person experience a good ending and good beginning. Pre-planning what is shifting helps clarify expectations and increase shared understanding.
A sixth way you can help your team members advance their careers is by being a role model and a leader. You can do this by demonstrating the values, behaviors, and skills that you want your team members to emulate, such as integrity, accountability, and excellence. You can also share your own career journey, challenges, and successes, and how you made a positive social impact. By being a role model and a leader, you can inspire your team members to follow your example, learn from your experience, and aspire to become leaders themselves.
I believe when someone fills a leadership role, they accept responsibility to consistently motivate themselves and others to positive productive action. Because that isn’t easy, every leader must develop intentional strategies and tools for teaching and recovering from hard situations and helping others recover too. For example, one mentor modeled an abundance instead of a scarcity mindset by making room for two interns instead of one. Another mentor demonstrated the difference in “no students allowed” compared to “staff only” language. These leaders were outspoken about what mattered. They were excellent listeners, considered different positions and apologized. They understood how to model good examples and repair the poor ones.
Anyone can be a leader. Model the behavior you wish to see in leaders. Think of what behaviors you'd like to see in your direct leader and the team around you, then begin to display those behaviors yourself. Lean into curiosity, ask lots of questions, get uncomfortable, commit to learning something new everyday, share your knowledge, be present.
Leadership isn’t always from the front, teams should know that when they fall and flounder you have their back. They shouldn’t feel that they’ve been thrown under the bus. It’s important to create a safe space and in that allowing them to learn and be their own critic. All these qualities will emerge when they see you the leader practice it too.
Role modelling is a critical requirement for all facets of leadership (not just encouraging career progression). And since not everyone might wish to advance their career through the 'management' pathway then it is important for role models to be encouraged in all areas of an organisation.
One thing I have found useful is embodying the qualities of a role model and a mentor. Leading by example, sharing experiences, and offering guidance have not only fostered a positive work environment but also aided significantly in the professional development of my team members.
Encourage people throughout the organisation to share their career journeys. Post them on a wall, share them constantly and encourage curiosity to explore. Create career pathway frameworks where people can see the qualifications, experiences and mindsets required to be successful in specific roles. Nurture everyone's journeys not just HiPos and give everyone the opportunity to explore, plan and be mentored.