Last updated on 2024年3月25日

What do you do if you want to groom future leaders within your team?

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Grooming future leaders within your team is a crucial task for any partnership manager. It not only helps you delegate and empower your team members, but also prepares them for bigger roles and challenges in the future. However, grooming future leaders is not a one-size-fits-all process. It requires careful planning, communication, and feedback. In this article, we will share some tips on how to identify, develop, and support potential leaders in your team.

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Dr. Sujiv Nair, PhD

Global CHRO I CTO |Board Member|Former CEO-TASK|6 Sigma Black Belt
Gavin Jinks

Retired Senior Lecturer at University of Derby. Associate Lecturer University of Derby. Senior Fellow of Higher…
Sharath M Nair

Kozhikode Center Operations Manager @Tata Elxsi | IIM-K Alumnus | PMP | CSM | Six Sigma Black Belt | ITIL V3

1 Identify potential leaders

The first step to groom future leaders is to identify who among your team members has the potential and the desire to take on more leadership responsibilities. You can do this by observing their performance, attitude, and skills, as well as asking them about their career goals and aspirations. Look for signs of initiative, creativity, problem-solving, collaboration, and influence. You can also use tools such as personality tests, 360-degree feedback, or self-assessments to gain more insights into your team members' strengths and weaknesses.

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Dr. Sujiv Nair, PhD

Global CHRO I CTO |Board Member|Former CEO-TASK|6 Sigma Black Belt
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Pick employees who have multitasked ….been bumped and bruised and then succeeded despite hurdles and downfalls. Ability to multitask and tolerance to ambiguity are key indicators that can help

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Sharath M Nair

Kozhikode Center Operations Manager @Tata Elxsi | IIM-K Alumnus | PMP | CSM | Six Sigma Black Belt | ITIL V3
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Definitely project KRA deliveries and delivery management is a key criteria and very sure most of the managers takes care of it. Non-Technical: When it comes to grooming of leaders, we need to give high weightages to the basic fundamentals such as discipline, ethics etc. like being in time, saying NO to unethical practices even though alone, following standard practices etc Managerial: A leader's success is how much they are prepared for the worst scenarios in advance. It is important we teach them to have a culture of a detailed risks and assumptions quantitative analysis and ready with it anytime. Technical: It is important we seed the quest for upgrading and reskilling to the market in them. Also it is important to be agile, flexible.

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2 Develop leadership skills

Once you have identified the potential leaders in your team, you need to provide them with opportunities and resources to develop their leadership skills. This can include assigning them challenging projects, giving them more autonomy and decision-making power, exposing them to different stakeholders and partners, and encouraging them to mentor or coach others. You can also offer them formal training, workshops, or courses on topics such as communication, negotiation, conflict resolution, or strategic thinking.

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Dr. Sujiv Nair, PhD

Global CHRO I CTO |Board Member|Former CEO-TASK|6 Sigma Black Belt
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Building Leadership skills requires identifying one or two job roles that a potential prospect could take up in the next 2-3 years and identifying not more than two competencies required for these job roles. Next identify the gaps in the prospect on date and provide a combination of a action learning project plus domain/functional/technical training to bridge these gaps with periodic reviews during the 2-3 year timeframe.

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3 Support leadership growth

Developing leadership skills is not enough. You also need to support your potential leaders' growth and progress by giving them regular feedback, recognition, and guidance. You can do this by setting clear and measurable goals, reviewing their performance and achievements, celebrating their successes, and addressing their challenges. You can also provide them with constructive criticism, advice, and suggestions on how to improve and overcome obstacles. Additionally, you can connect them with other leaders or mentors who can inspire and support them further.

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4 Foster leadership culture

Grooming future leaders is not only about individual development, but also about creating a culture of leadership within your team. You can do this by promoting a shared vision, values, and goals, and by encouraging collaboration, innovation, and diversity. You can also create a safe and supportive environment where your team members can express their opinions, ideas, and concerns, and where they can learn from their mistakes and failures. Moreover, you can model the leadership behaviors and attitudes that you want your potential leaders to emulate.

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Dr. Sujiv Nair, PhD

Global CHRO I CTO |Board Member|Former CEO-TASK|6 Sigma Black Belt
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Leadership culture development is best done involving a small panel who can objectively evaluate hi potential prospects based on specific individual development plans created for a specific time period. Through this process the panel broaden their perspectives dealing with multiple hi potential employee experiences and the hi potential prospects benefit from the mentoring from the panel members.

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5 Evaluate leadership outcomes

The final step to groom future leaders is to evaluate the outcomes and impact of your efforts. You can do this by measuring the results and benefits of your potential leaders' projects, initiatives, or actions, and by assessing how they have contributed to your team's and organization's objectives and performance. You can also solicit feedback from your potential leaders, their peers, their subordinates, and their partners on how they have improved and grown as leaders. Furthermore, you can review your own role and performance as a leader and as a coach, and identify areas for improvement.

Grooming future leaders within your team is a rewarding and challenging process that requires time, commitment, and patience. However, by following these tips, you can help your team members achieve their full potential and prepare them for future opportunities and challenges. You can also benefit from having a more engaged, motivated, and productive team that can deliver better results and partnerships.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Gavin Jinks

Retired Senior Lecturer at University of Derby. Associate Lecturer University of Derby. Senior Fellow of Higher Education Academy
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Create an environment where authority and power are only used when it is essential to the job. Create an environment where all can contribute ideas and have the opportunity to take responsibility. Create an environment of continuous constructive feedback, including feedback from colleagues on your own leadership. Model the behaviour you would want future leaders to display. Create a culture where mistakes are opportunities to learn rather than occasions for criticism.

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Dr. Sujiv Nair, PhD

Global CHRO I CTO |Board Member|Former CEO-TASK|6 Sigma Black Belt
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Let’s remember any person is cut to do any job. It’s the environment in which the person” is “decides the success or failure. Spending time to think,create and nurture that environment is key

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What do you do if you want to groom future leaders within your team?

1

2

3

4

5

6

1 Identify potential leaders

2 Develop leadership skills

3 Support leadership growth

4 Foster leadership culture

5 Evaluate leadership outcomes

6 Here’s what else to consider

Partnerships

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What do you do if you want to groom future leaders within your team?

1

2

3

4

5

6

1 Identify potential leaders

2 Develop leadership skills

3 Support leadership growth

4 Foster leadership culture

5 Evaluate leadership outcomes

6 Here’s what else to consider

Partnerships

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