What do you do if you need to identify and develop potential leaders in Operational Planning?

Without getting into the cliched planning mantra's your key success of a great Operational Planning leader is they must have a strong level of soft skills - they need to communicate organisational and shared goals, alligning the intent of individuals and teams to achieve the objective, this takes someone with excellent written and verbal communication skills.

I have always found it useful to look at two key areas: Skill and Willingness. Skill can be taught but the willingness to do something and excel at it is intrinsic - cannot be taught. And there are nuances within each which include technical knowledge, people skills, leadership capabilities, problem solving with an ability to zoom-in/out, let people undertake their journeys and so on. As someone developing talent, one has to take a longer term view and commit to investing in the individuals who display the right potential.

In my experience, a true leader can identify another true leader easily but we need to keep in mind to provide equal opportunity to every team member of yours to grow as a leader. The first step is to set your expectations right do not confuse them by saying 1000 things at a time, and make sure you define the KRA wisely and judge them in a given timeline. Provide necessary training and support, and if needed do a quick skill check to understand the efficiency. Plan scenarios where they have to make critical decisions while keeping deadlines in mind and check if they can deliver the work without getting panicked and micromanaging others. Keep a sharp eye on their behavior toward the team and check their leadership styles to avoid kiosks.

I will answer in two parts : first how to identify potential leaders in Operational planning ? I will assess the capabilities of the employees vs Supply chain maturity referential. I will assess among the team those who have the technical skills and background regarding Planning aspects and analytical capacity. Also important to be able to have a look of the soft skills on the one selected. We are not speaking only about technical aspects but also about leadership, capability to engage others. After selecting these "talents" it s important to develop them gradually in both directions expertise for planning concepts (for instance to integrate Demand driven MRP) and leadership by organizing training, coaching or mentoring.

Here is my short response to this topic: those individuals need to have strong backgrounds (and the knack) in operations, logistics and planning.

Avalia??o de Habilidades Uma coisa que achei útil foi realizar avalia??es de desempenho regulares, que me permitiram n?o apenas medir as habilidades técnicas dos indivíduos, mas também suas competências interpessoais. Por exemplo, em uma revis?o de desempenho, pude identificar um membro da equipe com excepcionais habilidades de comunica??o e resolu??o de problemas, o que é essencial para um bom líder.

After identifying potential leaders, it's crucial to assess their skills and competencies through performance reviews and by seeking feedback from their peers. I remember a situation where we identified a team member with great potential for leadership in operations planning. We conducted thorough performance reviews, evaluating their problem-solving abilities, communication skills, and ability to collaborate effectively with others. Additionally, we gathered feedback from their peers to gain insights into their leadership potential and how they interacted within the team. This comprehensive assessment helped us gauge their readiness for leadership roles and provided valuable insights for their development.

Assessment: Evaluate and look for strategic thinking, problem-solving skills, decision-making abilities, and a collaborative mindset. Feedback: Be specific, constructive, and focused on areas for development. Training and Development: Offer training and development opportunities. Challenging Assignments: Assign challenging projects or tasks. Coaching and Mentoring: Provide coaching and mentoring. Succession Planning: Ensure a smooth transition. Feedback and Evaluation: Continuously monitor progress. Promotion and Recognition: Recognize and reward people. By following these steps, organizations can effectively identify and develop potential leaders in operational planning, ensuring the long-term success and sustainability of the business.

Taking into consideration views of the rest of the team as to interacting with potential leaders is an important guide to performance. Whilst giving challenge, in new tasks, it is also important not to overface, thereby undermining confidence. Good leaders do recognise other leadership traits, but must also identify key teams players to support growth

I have seen as operational planning issues; a factor that very few people take in count when it comes to develop a team work; and i refer to the TRUST; trust in yourself as the leader who will ultimately identify the oportunity to train and develop, and the trust in others who you might see as potential leaders in ops planning (or any other field); I have seen leaders undermining others in order to avoid anyone to succeed; and not everybody talks about this; the most important thing to have in count is, the more you pepare someone to succeed you, the faster you will be ready to move up yourself... Basically helping, training and developing yourself and others is the way to succeed in operational planning endeavours...

The leaders must receive training. Yes. More importantly, they must put their training into real world action. They must also be able to train their team.

I recall a situation where we identified a team member with promising leadership qualities in operations planning. We offered them training programs focused on strategic thinking, project management, and team leadership. These opportunities allowed them to enhance their skills and acquire new competencies essential for leadership roles. Additionally, mentorship programs paired them with seasoned leaders who provided guidance and support along their development journey. By investing in their growth through tailored training initiatives, we ensured that our potential leaders were well-equipped to excel in their roles and drive success for the team.

Fornecimento de Treinamento Uma vez identificados, é crucial oferecer oportunidades de treinamento que estejam alinhadas com as necessidades de desenvolvimento do indivíduo. No meu papel anterior, implementei um programa de mentoria que conectava líderes aspirantes com executivos experientes, o que resultou em uma troca valiosa de conhecimentos e experiências.

The question is never if you need to train them, a good leader is always looking for ways to train people within their team. You can either be a "lone wolf" leader and try to shoulder all the leadership responsibility in the team, or you can foster an attitude of leadership with all the members of your team, help them develop leadership talent, and watch your team of leaders move forward.

I think to training people are a very good idea, strategic and low cost to do. Many people are on background of successful cases, it is very interesting to new wave o O&G industry.

From my experience, developing leadership skills involves challenging individuals with responsibilities that stretch their abilities. I've seen this firsthand when I was given a project that demanded strategic thinking and effective decision-making beyond my usual scope. While initially daunting, tackling such challenges pushed me to grow and develop as a leader. Similarly, providing opportunities for individuals to take on tasks outside their comfort zones helps them expand their skill sets, build resilience, and cultivate confidence in their abilities. By continuously challenging and supporting them, we can foster the growth of strong and capable leaders in operations planning.

Assessment: Evaluate current employees' skills, experience, and potential for leadership roles in operational planning. Training and Development: Provide targeted training programs and opportunities for individuals to develop the necessary skills and knowledge for operational planning leadership. Mentorship: Pair potential leaders with experienced mentors who can provide guidance, support, and advice as they progress in their roles. Feedback and Evaluation: Continuously provide feedback on performance and progress Encouragement and Recognition: Recognize and reward individuals who demonstrate leadership potential and excel in operational planning roles, to encourage continued growth and motivation.

To enhance leadership development, implement structured feedback sessions after each project, providing insights into decision-making and team dynamics. Rotate emerging leaders across different departments to diversify their experience and adaptability. Facilitate peer learning groups for cross-functional insights and support reflective practices like leadership journals to boost self-awareness. Ensure projects are visible to senior management to motivate and monitor progress. These strategies cultivate well-rounded leaders capable of handling complex challenges.

Challenge them - That’s the only way to see first hand how they perform and get the visibility they need for diverse inputs to make sure you have the data you need to make informed data based decisions and avoid unconscious bias.

One of the most important aspects of a Leader is passing real challenges , those challenges who are a headache and force them to improve themselves. Challenges can make a leader to get out the best or the worst of themselves. Complexities are a daily part of every company and once the leaders understand how to think outside the box and find the best solution for the company and his team, will make a big impact in his strength . Part of this growth is trust in their team and in their own abilities, no one knows more than the leader the company to make a realistic difference.

O feedback contínuo dos colegas e supervisores é vital para o crescimento de um líder. Na minha experiência, criar um ambiente onde o feedback é encorajado e valorizado ajuda os líderes emergentes a refinar seu estilo e melhorar seu desempenho.

Continuous feedback is crucial for the development of potential leaders. I've experienced firsthand how regular feedback sessions have helped me identify areas for improvement and capitalize on my strengths. By receiving constructive feedback from mentors, managers, and peers, I gained valuable insights into my leadership style and how it impacted team dynamics. This ongoing dialogue enabled me to refine my skills, address any shortcomings, and adapt my approach to better lead and inspire others. Ultimately, continuous feedback fosters a culture of growth and development, empowering potential leaders to reach their full potential in operations planning roles.

Gathering feedback from diverse sources is vital. What do senior leaders at or above your level see in your potential leaders. What about those that they could potentially lead, their peers or juniors? These perspectives could be very different. Part of leadership is learning to balance the needs and priorities of different levels of stakeholders with those of the team.

Operational planning is a team effort. Effective leaders are adept at providing operational guidelines and then getting input from the entire team. Team members are able to see possible drawbacks in a plan that the team lead is unable to see. Everyone should provide input to build an effective plan.

Open and honest feedback is the only real way to improve the culture and climate of any organizations. Feedback and reviews should be encouraged on a regular routine basis.

Monitoring should take the form of providing potential leaders with a success roadmap. Begin by setting clear goals and metrics, focusing on critical thinking and problem-solving. Utilizing data analytics tools and dynamic dashboards to track their progress in real time, to highlight the strengths and areas for improvement. Additionally, use feedback from colleagues and teams to reveal insights into their leadership qualities, such as communication and collaboration. This feedback should shape personalized coaching and training, fostering their growth into effective leaders. The aim should be to cultivate an environment conducive to their development and impactful leadership, transcending mere metrics to empower meaningful contributions.

Monitorar Progresso Por fim, monitorar o progresso é fundamental para garantir que os líderes em desenvolvimento estejam no caminho certo. No meu trabalho anterior, estabeleci metas claras e benchmarks para os líderes aspirantes, o que nos permitiu acompanhar seu desenvolvimento e prepará-los para assumir maiores responsabilidades.

Give them guidance on what you are looking for or expecting and check on their work periodically. Have them present their work in progress during this time, give feedback in how to improve the product, what looks good and what needs improvement. Make sure they are in the right direction and make sure they understand what you are looking for. Have them present and present again, until the final product is completed and agreed by all. Experience has shown me in that it takes work, effort, commitment, and alot communication in between but can be done as a team.

What I will do is according to the following steps : 1. Plan 2. Do 3. Check 4. Evaluation With these steps, you will get the best results. So that weaknesses or shortcomings can be resolved properly.

I would like to add two more points with this Mentorship: Pair potential leaders with experienced mentors who can provide guidance, support, and advice as they progress in their leadership journey. offer insights into effective leadership practices, and help individuals navigate challenges and opportunities. Succession Planning: Develop a succession plan that identifies high-potential individuals for leadership roles in operational planning and outlines strategies for their continued development and advancement within the organization. Regularly review and update the succession plan to ensure it aligns with the evolving needs of the organization. By above we can effectively identify and develop potential leaders in operational planning,

The “Whole Person Concept” has been around and most times forgotten. It can create, enhance, and sustain the RIGHT Culture to succeed.