What do you do if your engineering team needs guidance on developing their own leadership style?

Have 1:1 conversations with each team member about their career aspirations. Do they want to move into management or technical leadership roles? Use a leadership competency framework to assess each person's current skills and areas for development. Identify common gaps across the team. Conduct a team survey to understand what kind of leadership development would be most valuable. Do they prefer workshops, coaching, project opportunities? Observe how team members currently lead in daily interactions. Who naturally emerges as a leader in certain situations? What styles do they use?

Consider these steps: 1. Identify Strengths: Recognize each team member's unique strengths to help them understand where they excel and how to leverage these in leadership. 2. Provide Training: Offer leadership programs covering various styles and techniques to help them choose an approach aligning with their strengths. 3. Mentorship: Pair them with experienced leaders for guidance and insights into effective leadership. 4. Encourage Autonomy: Allow them to take leadership roles in projects for practical experience and confidence-building. 5. Feedback: Provide constructive feedback on their leadership efforts and encourage peer feedback for continuous improvement.

El manejo de mantenimeto mecanico debemos evaluar 5 pilares los cuales son repuestos,capacitaciones , mano de obra ,tiempo de uso , y su plan de mantenimiento los cuales nos ayudaran a identificar cuanto porciento es confiable nuestro equipo en mi experiencia como mecanico en los distintos proyectos en los que he trabajo ninguno logra realizar los 5 pilares lo cuales se tiene la flota caida o equipos inoperativos en mi peque?a practica como encargado taller en refineria para spcc se pudo aplicar el modelo de gestion de confiablidad lo cual se obtubo de una flota de 70 equipos y 40 equipos caidos se obtubo un 95% de resultado faborable teniendo un 66 equipos operativos y los demas 4 por repuesto de importacion locual tomo su tiempo

Work with each team member to set personalized leadership development goals aligned with their career path. Make the goals specific and achievable. Create a team-level leadership development plan that outlines key focus areas, timelines and success measures. Goals could be things like improving feedback skills, delegation, etc. Align leadership goals with the team's overall objectives. Developing leaders should support, not detract from, delivering results. Establish a regular cadence for checking in on progress against goals. Adjust goals as needed based on changing needs and priorities.

You need to set clear goals defining a career path to involve them and develop leadership skill. By providing structured opportunities for growth, such as mentorship programs, leadership workshops, and hands on project leadership roles, you can actively engage your team members in their leadership development journey.

Curate a list of recommended books, articles, podcasts and talks on different aspects of leadership. Share them with the team and discuss key takeaways. Bring in external experts to conduct trainings on core leadership skills like communication, emotional intelligence, change management, etc. Provide access to assessments like StrengthsFinder, DISC or 360 feedback to build self-awareness of natural styles and areas for development. If budget allows, provide 1:1 coaching or mentoring for team members who need more intensive leadership development support.

If your engineering team needs guidance on developing their own leadership style, fostering experiential learning opportunities is paramount. Encourage them to lead small projects, mentor junior team members, or present to stakeholders. Stepping out of comfort zones and embracing new challenges is essential for growth. Implement reflective practices after each leadership experience to assess successes and areas for improvement. This iterative approach builds confidence and refines leadership skills over time.

Building leadership within your engineering team is crucial! I've found success with implementing a group coaching program (led by you, the engineering manager). This allows you to guide them in developing their leadership styles while fostering a collaborative learning environment. Tip: Structure your sessions around real-world scenarios. Present challenges you've faced or use case studies. Facilitate discussions where engineers can share their approaches & receive peer feedback. This not only teaches them leadership skills but also builds confidence and strengthens the team dynamic, while also creating the "wisdom of the crow" effect where everyone is learning and gaining insights from each other's experiences

Much success into helping a team member find & practice their leadership style can be achieved by helping them pivot on their strengths and working toward a goal that you and this person agree on, aligned with your overall org goals. So, first question you should ask is what do you do best? Is this a people skill, an analytical one, or maybe you are a thinker.. basically, find your place on the spectrum. The path from here on should be easy to chart out and that helps in planning the support needed, milestones goals, practice focus, and aligning opportunities. Do set up regular coaching sessions for the team to come back and practice scenarios, ask questions, learn, and become consistent.