Your team leaders are resistant to change. How can you successfully groom their successors?

In my opinion 1. Identify potential candidates 2. Give opportunity to the identified people 3. Coach them 4. Monitor them 5. Guide them So that they can be more productive and be successor to the team leaders

Developing Future Leaders Amidst Resistance 1. Develop Talent: Give opportunities to lead and innovate. 2. Support and Training: Ensure access to necessary resources. 3. Communicate Benefits: Clearly outline the advantages of change. 4. Involve Successors: Engage them in shaping strategies. 5. Cultivate Culture: Promote innovation and adaptability.

???????????? ??????????????????????????: Encourage teamwork to build leadership skills. ?????? ?????????? ??????????: Align successors with future objectives. ?????????????????? ?????????????? ??????????????: Showcase examples of effective change. ???????????? ???????????????????? ??????????????????????????: Assign small leadership roles. ???????????????????? ???????? ????????????????: Encourage open communication to address concerns.

What I feel is that knowing a person is very important even before trying to impose the change implementation into process. This can be done by the company itself by imposing a mandate to fill up the basic psychological inventories. Now that we have worked with that person for a while, got to know his working styles, nature etc., the next step would be to subtly introduce the concept of the organisational goal vs team goal into picture. How working within the team's intra and internal dynamics, one can drive change. Much easier said than done - Bringing a sense of unity and cohesion among the team believing that even faith can move mountains is a great way forward.

Always be on the lookout for new industry trends. As the world around us is always changing, there is new technology and products that can help the current obstacle that you are facing. After due diligence has been made, present ideas that have facts and statistics on why your ideas will succeed in saving time and money without affecting you and your company's integrity.

Assessing talent helps groom successors by identifying team members who are adaptable and open to growth, crucial for overcoming resistance to change. For example, if a current leader is resistant, evaluate the team's skills and potential, looking for individuals who demonstrate flexibility, problem-solving, and a forward-thinking mindset. By recognizing and nurturing these qualities through mentorship and development opportunities, you prepare them for leadership roles. This ensures a smooth transition when resistant leaders step down, fostering a culture that embraces change and innovation.

To groom successors start by identifying potential candidates who demonstrate adaptability, a growth mindset, and a willingness to embrace new ideas. Offer targeted training and opportunities, such as mentorship programs, leadership workshops, and hands-on project experience. Encourage them to take on responsibilities gradually, allowing them to build confidence and skills. Create a culture of continuous feedback, reinforcing positive behaviors aligned with desired leadership qualities. Promote open communication about the benefits of change, involving future leaders in strategic decisions to foster buy-in. Regularly assess their progress and provide guidance, ensuring they are prepared to step into leadership roles when the time comes.

Identifico líderes emergentes que muestran capacidad para adaptarse y liderar en entornos de cambio, asegurándome de que posean las habilidades y la mentalidad necesarias. Cómo? Implemento evaluaciones de desempe?o 360 para identificar líderes emergentes. Considero su capacidad para manejar la incertidumbre y su disposición para aprender, asegurando que están alineados con la visión del cambio.

Creating pathways helps groom successors by providing clear, structured development opportunities for potential leaders. For example, if current leaders resist change, establish mentoring programs, leadership training, or rotational assignments to expose emerging talents to different aspects of the business. These pathways allow future leaders to build the necessary skills and gain experience, gradually preparing them for leadership roles. By guiding their growth, you ensure a seamless transition to leaders who are more adaptable and open to change, aligning the team with evolving organizational needs.

Dise?amos planes de desarrollo claros y personalizados para cada sucesor, enfocándonos en fortalecer las habilidades que facilitarán la transición y el liderazgo efectivo. Cómo? Desarrollamos planes de carrera personalizados que incluyen mentoría, capacitación en liderazgo y experiencias en proyectos clave. Cada ruta está dise?ada para fortalecer las habilidades críticas necesarias para enfrentar los desafíos del cambio.

If a large group of senior executives are resistant to change ,then the company is in trouble .. You need to address the issue at the root level .. Engage a consultant,you may have the wisdom but the brand value of consultants helps a lot as they present an outsiders perspective.. Devise training programmes for these leaders .. you may not achieve much ,frankly, but do give it a shot .. In this scenario,the CEO and The Board have to lead from the front .. As for grooming successors , identify wise and experienced mentors within the organisation.. Make them in charge of grooming the successors .. You will achieve a lot

Change is inevitable, and setting an example as a leader to adapt and learn, I believe fosters a dynamic mindset for the team to follow. Leaders can be active in demonstrating adaptability, leading by example, and encouraging a mindset. In my opinion, including a business “coach”’or outside consultants can be very helpful in achieving the right mindset, and the company can thrive.

I would say that inclusion is the key. If someone is hesitant about change, The leader should first release the colleague's doubts by discussion and resolving the root cause. Further, the leader should listen and accept input from colleagues about the change and include them in decision-making.

Un aspecto de "fomentar la mentalidad" es forjar el trabajo y confianza plena en el equipo, esto implica la valoración de las capacidades de cada profesional e inducir a que el sucesor pueda aplicarlo constantemente para asegurar el éxito en cada proyecto

Transferring knowledge only gets you so far. I prefer to transfer decision making tools and skill. As a leader you empower your team and yourself if you can teach them how to make good decisions. The better decisions they make the less you need to manage and the more you can lead.

A transferência de conhecimento se torna uma ferramenta importante para mostrar que as mudan?as s?o necessárias e que devemos nos preparar para tais, com isso ser um bom exemplo e mostrar que um dia você estava na mesma situa??o e viu que realmente é importante mudar para alcan?ar os novos objetivos, se torna uma motiva??o para aqueles que ficam com o "pé atrás" as novas realidades. Transferir o conhecimento e somar em ser um exemplo ajuda aos novos desbravadores.

Facilito el intercambio constante de experiencias y aprendizajes entre líderes actuales y futuros, asegurando que el conocimiento crítico se mantenga vivo y relevante. Cómo? Organizo programas de mentoría y creación de redes de conocimiento, donde los líderes actuales comparten lecciones y estrategias con los sucesores. Además, se documentan procesos clave para asegurar una transición fluida.

Start by building trust and involving them in the development process. Identify potential successors and create a tailored growth plan, focusing on leadership skills, industry knowledge and strategic thinking. Provide mentorship, coaching and stretch assignments to accelerate their growth. Encourage open communication, active listening and empathy to address concerns and foster a positive mindset. Gradually delegate responsibilities, empowering successors to take ownership and demonstrate capabilities. Celebrate their successes and recognize their value to the organization. By doing so, you'll create a seamless transition, minimizing disruption and ensuring continuity, while also developing future leaders who can drive growth & innovation.