How can Executive Managers support employee career growth?

I agree ??- so important to understand your employees motivations. Where do they want to take their career, learn, do? Then help develop a plan to help them get there - making the people connections, creating opportunities how will you invest in them, challenging them to stretch and challenge themselves and creating the opportunities so others see the work they are doing. Feedback must be consistent and honest - creating a safe space for employees to share their goals and aspirations is key.

First seek to understand THEIR vision or thoughts. Some team members may need some assistance to draw this information out. Then provide options / paths for the team member to CHOOSE. It is their career and their choice. Provide clear expectations for the team member and yourself. Lack of clear expectations is one of the largest areas of dissatisfaction among team members AND employers.

Actually understanding employees strengths and weakness helps u to make a highly motivated team ..I have seen in one of my previous organization a non performing team turn around by one leader to highest performing only by giving the right job to the right person and ?? empowerment...

You need to actively listen to their suggestions, concerns, challenges, and aspirations. Conduct informal sessions where you ask both open and closed questions as necessary. Take thorough notes and propose potential actions once you've gained a clear understanding of their needs. Then, agree on a set of actions and appropriate touchpoints to keep the momentum going. Utilizing frameworks like SWOT analysis combined with SMART goals can provide valuable assistance in assessing their interests and crafting actionable plans. As someone in a leadership position, it's vital to be empathetic to nurture a strong working relationship. This approach fosters trust and respect. Coaching on how to manage their time is invaluable.

I think it’s vital for leaders today to invest in authentically connecting with their employees in order to lead them effectively. In order to accomplish this, leaders must proactively listen, engage, assist, diversify their perspectives, empathize and respect their employees.

Listen to what they love to do, where they want to be, what they want to learn, probing especially for the longer term. You then know what motivates them and gets them excited - and you can find stretch projects for them, recommend them for growth roles within the company, and can support them if the time comes for them to find their future outside the company. Making time for learning to fill gaps, and to prepare them for their next role. Make sure to check in regularly so that they feel supported and have the resources they need.

Offering opportunities for online training, in-house training as well pairing them with an accountability partner and/or a mentor early in their employment to ensure that they get started on the right foot and can feel confident and achieve success early is key. Not only offer those tools/training that relate to accomplishing the job, ensure that you have a things in place that help in growing the culture of your team. Things that not only allow you to grow as an "Everyday Leader", that also provides growth in their personal lives.

Suggest alternatives and agree on the most suitable approach for your employees. Options like online courses, shadowing, cross-collaboration, and hands-on experiences can be insightful and help increase their confidence. Based on their skills and aspirations, provide suggestions for projects that will help them progress to the next level. Be available to assist, offer advice, and, through critical thinking, constructively challenge their assumptions. Growth happens when opportunities present themselves or when we create them.

Many of us aspire to hire people smarter than us to perform and grow the organisation in their area of speciality. Providing a supportive platform with opportunities for enhancing personal and professional growth and development can only benefit the organisation by giving achievers the responsibility, resources and motivation to excel.

I agree and the best way to do this is a. to be transparent about likely opportunities b. Invite ideas from employees, letting them have a voice atleast.

Delegating is an art in itself. We must exercise caution to avoid setting up an employee for failure, which can occur when we haven't thoroughly assessed the task's requirements or suitability for the individual. To build confidence, begin with simpler tasks and gradually move to more complex initiatives. Always conduct retrospectives and suggest corrective measures to refine the process. Autonomy is a powerful mindset, but some employees may require more assistance than others. It's beneficial to establish a delegation process to eliminate ambiguity. Negotiate and strive for a win-win situation in all delegations.

Encouraging employees to take ownership and initiative is beneficial for mental health and productivity. Neuroscientifically speaking, ownership activates the brain's reward circuitry, releasing dopamine, which improves mood and reduces stress. Lower stress levels, in turn, mean lower cortisol, contributing to mental well-being. Goal-setting engages the prefrontal cortex, enhancing focus and cognitive function. From a productivity standpoint, employees with a sense of ownership are more attentive and innovative, enhancing team dynamics and organizational outcomes. Essentially, empowering employees fosters a work environment that is both mentally enriching and productive.

It's important to distinguish success .... at times one can see an employee has truly stretched or expanded their skill set even though the outcomes are less than optimal. Create a score for behaviour and outcome separately. This helps employees understand that only outcomes by hook or crook is not enough. A sustainable step up requires imbibing a new level of understanding and conduct too.

Growth mindset leaders know two things: 1. Learning isn't something you did, it's something you do. Act now to ensure all employees have opportunities available to develop and grow every month. 2. Failure crushes perfectionism and increases risk taking. Role model this by sharing your own failures, mistakes, bad sales calls, or more. Encourage others to share what went wrong and reward them for trying and being authentic. It's a slow, steady, and meaningful culture shift!

Executive managers with a growth mindset encourage their team members to pursue learning and development opportunities. They provide resources and support to help their team members grow and improve. Also, they emphasize the importance of effort over the outcome. They understand that failure is a natural part of the learning process and encourage their team to focus on their effort rather than the outcome. Lastly, they are open to change and embrace it as an opportunity for growth. They are fearless in trying new things and encourage their team to do the same.

Leaders must be intentionally focused on growth and development in order for it to happen. Take your 1-on1 and split it into two meetings instead: one solely for the purpose of status updates (I hold mine weekly) and one solely for the purpose of growth and development topics. Engage your employee and give them prompts on topics to bring to the table. Take the time to discuss failures and successes as they happen, rather than waiting for review time. Make development part of their annual goals. Encourage them to grow and develop by modeling those behaviors. Invest in them with your time and talents.

Culture speaks louder than pronouncements. Its important to have employee feedback if they organisation actually modeling the code of conduct it espouses and expect from the executive managers.

As an executive manager, embodying a growth mindset is pivotal in nurturing your team's professional development. This involves actively demonstrating your commitment to learning and self-improvement, setting a powerful example for your employees. Challenge existing assumptions and welcome failure as a stepping stone to success, fostering a work environment rich in curiosity, openness, and collaborative spirit. Such a culture encourages employees to embrace growth opportunities and facilitates a positive outlook towards change and challenges, ultimately leading to enhanced engagement, retention, and performance across the board. Your role in this transformational process contributes significantly to honing your leadership skills.

In my experience, Executive managers can support employee career growth in a number of ways, including: ?Creating a culture of career development. ?Investing in training and development. ?Providing mentorship and coaching. ?Advocating for employees. ?Creating a supportive work environment. ?Meet with each employee at least once a year to discuss their career goals and development plan. ?Provide employees with access to training and development resources, such as online courses, conferences, and workshops. ?Provide employees with feedback on their performance and help them to identify areas where they can improve. ?Nominate employees for awards and promotions. ?Celebrate employee successes and achievements.

Leadership Opportunities: Offer opportunities to take on leadership roles or responsibilities. Personal Development Plans: Collaborate on creating personalized development plans aligned with career goals.

Remember, as a manager, you hold a position of authority, and employees often take your words quite literally, as if they were commands. Be mindful of your actions and the way you express yourself. While it's important for everyone to understand their roles, being empathetic, respectful, and trustworthy fosters stronger connections and teamwork compared to simply shouting orders. As a leader, it's important to acknowledge that you don't have all the answers. The key is to find and nurture people who can help you achieve your goals and vice-versa. It's a partnership built on mutual respect and collaboration.

Reid Hoffman, co-founder of LinkedIn, introduced the "Tour of Duty" concept in his book "The Alliance". I absolutely love it and recommend all executives read it. The idea challenges the old-fashioned sense of lifelong employment. Instead, it advocates for a mutually beneficial agreement between the employer and employee based on trust and shared benefit including these areas: -Defined Tenure -Mutual Investment -Open Dialogue -Alumni Network

Create an atmosphere of trust and reliability where employees can take education breaks to reach a higher career goals. Lateral moves and job rotations must be seen as normal. Help employees know they are valued, by minimizing external hires. Share stats on attrition rates across levels and disciplines openly. Conduct 360 degrees reviews for senior leadership to know how well the executive managers are being held and groomed for career growth.

Mentoring: Provide mentorship, sharing experiences and insights to guide employee development. Training Opportunities: Offer access to training and educational resources to enhance skills. Clear Career Pathways: Define and communicate potential career pathways within the organization. Regular Feedback: Provide constructive feedback, highlighting strengths and areas for growth. Challenging Assignments: Assign challenging tasks that stimulate learning and development. Recognition and Reward: Acknowledge achievements, reinforcing positive behavior and contributions. Networking Support: Facilitate connections with industry professionals and mentors. Work-Life Balance: Promote a healthy work-life balance, supporting overall well-being.