What do you do if your team's talent is not being developed and nurtured by executive managers?

This is a common problem and as Executive Managers are some of the key stakeholders in the company's culture it should be simple. The reasons it's not can be multiple but in fact they fall into two categories. 1 they acknowledge it's important there's no time 2 its not their job including they don't care How do you find that out? Ask them. Find out the reality. Then if it's 1) create a strategy with them to make time If 2) maybe there's a re-education and they need to reassess their role. That maybe outside your remit so package it up, write a simple report and send to the management team who will act I'd they believe whsts said on the website.

Si el talento de mi equipo no está siendo desarrollado y nutrido por los gerentes ejecutivos, primero buscaría entender las razones detrás de esta falta de atención al desarrollo del personal, ya sea por falta de recursos, falta de conciencia o prioridades equivocadas. Luego, trabajaré en estrecha colaboración con los gerentes ejecutivos para resaltar la importancia del desarrollo del talento y los beneficios a largo plazo que puede traer para la empresa. Propondría iniciativas de desarrollo, como programas de capacitación, asignaciones de proyectos desafiantes y programas de mentoría, y colaboraría en la implementación de estos programas para asegurar que el talento del equipo sea cultivado y nutrido adecuadamente.

My experience is that executive management more often should invite team members, the experts, to present their view, project status and results. The discussion will be more fruitful and efficient, and talents achievement visible.

If higher-ups can't see the value in nurturing talent, then maybe it's time for some guerrilla tactics? I've done this multiple times with wild success: partner with an expert and create a "pilot" program. Always start by showing the potential ROI on coaching/training: ICF &PwC found that coaching yielded a median ROI of 700%. The Association for Talent Development (ATD), found that companies that invest in training enjoy a 24% higher profit margin than those who don't. If they won't invest in you, invest in each other. Show them what real leadership looks like, from the ground up.

When team talent isn't nurtured, first, identify the root causes. Assess if executive managers lack awareness, resources, or prioritization for talent development. Investigate organizational culture and structures that may inhibit nurturing talent. Evaluate communication channels to see if feedback mechanisms are insufficient. Recognize if there's a mismatch between organizational goals and talent development initiatives. Delve into whether managerial capacity or capability gaps hinder talent development efforts. Pinpointing root causes is pivotal for crafting targeted interventions to foster a culture of talent development and growth within the organization.

If executive managers aren't nurturing team talent, it's essential to communicate concerns effectively. Schedule a meeting with managers to discuss observations and potential impacts on team morale and productivity. Provide specific examples highlighting areas where talent development may be lacking. Emphasize the importance of investing in team growth for long-term success. Offer suggestions for improvement and be open to collaborating on solutions. By initiating constructive dialogue, you can raise awareness and encourage managers to prioritize talent development as a strategic imperative.

Once you have found the root causes, you will need to have a group audience with the executive management to demonstrate the underutilization of the team skills and competence. Demonstrate the areas of strength of your team that can be well utilized to advance company goals. It is normally helpful should you create some internal projects for high value delivery to the core values and the company targets. Help develop an internal training program on critical skills that your team might need to develop to make their skills upto date that are aligned with the company. Involve the management in developing an internal project where the critical skills can be demonstrated to the executive management. Choose the right project that can add value.

If talent is not being developed and nurtured by executive management, it’s crucial to advocate for your team. Initiate open discussions with executives, presenting data on the positive correlation between talent development, employee engagement, and organizational performance. Propose specific development programs, including mentorship, training, and leadership pathways, emphasizing their ROI. Highlight success stories within the organization where talent development led to significant achievements. Seek executive sponsorship for these initiatives, ensuring they understand their critical role in fostering a culture of growth and learning. You are as effective a leader as the people you develop. So go forth and develop some talent!

Don't wait around for someone else to recognize your team's potential; seize it yourselves. Take matters into your own hands. Partner with an expert to create your own training sessions, coaching/mentoring programs, skill-sharing workshops. If it's good, it will catch on!

If executive managers aren't nurturing team talent, advocate for your team by highlighting the importance of talent development. Gather data on the benefits of investing in talent and present a compelling case to managers. Offer insights into specific areas where talent development could enhance team performance and contribute to organizational success. Propose actionable strategies and resources needed to support talent growth initiatives. Emphasize the positive impact on employee engagement, retention, and overall productivity. By advocating for your team's development, you demonstrate leadership and commitment to their success, fostering a culture of continuous improvement within the organization.

Your team's visibility is crucial for them to be recognized and adequately exercised to advance company goals. You are the mouth piece for your team and you will need to make their competitive skilks visible in front of the executive management. It is helpful for assigning the team with work that enhances internal processes that are directly linked to the activities of the executive management. In most of the companies they need to improve their internal processes to improve performance and productivity. As the team lead, you need to package these assignments to the executive management show casing their performance and the values added. Make a story telling demo of your team's work for their recognition.

Encourage your team to get development with a leadership coach or program outside the organization. If you can't pay for all of it out of the departmental budget, offer to pay for part of it, or give them PTO for the time needed.

Empower your team to take ownership of their development. Encourage individuals to identify their growth areas and pursue learning opportunities independently. Facilitate knowledge-sharing sessions where team members can teach each other new skills or share best practices. Create a culture of continuous learning by providing access to online courses, workshops, or mentorship programs. Empower team members to set their own development goals and support them in achieving these objectives. By fostering a culture of self-directed learning and growth, you can help your team thrive despite the lack of support from executive managers.

You need to have a yearly master plan for the team that should clearly show the strengths and weaknesses of the team and the activities planned for the team along with the expectations of each team member. This plan should be communicated with the team members with open discussions and brain storming sessions, where the input from the team members need to be documented and monitored. There should be plan for critical shortcomings management plan with internal, external and OJT programs. These professional development activities need to be monitored and reported back to individual team members, the HR and the executive management. Infernal projects should be developed to gauze their development for reporting to HR. Empowerment is key here.

Talent development is crucial for future growth. Start by setting clear expectations with managers about the importance of nurturing their teams. Introduce training programs and regular feedback sessions. Encourage mentorship and create opportunities for skill advancement. By investing in your team's growth, you're not just nurturing talent; you're cultivating your company's future.

To address deficiencies in talent development by executive managers, proactively involve your team in their own growth. Regular discussions on career aspirations, skill needs, and improvement areas are crucial. Encourage peer learning and mentorship for knowledge sharing. Offer skill-building workshops, training, and cross-functional projects. Empower team members to set and achieve development goals. Engage them actively in their growth journey to foster talent even without strong executive support.

Team visibility is cruicial for the executive management to take note of for their decisions of team engagements. You should be the leader in motivating the team with proper guidance and support. The team should understand the value they are adding to the organization and duly propagated to the executive management. Be proactive in participating in internal projects that are high profile and directly linked to the performance of the executive management. When they are recognized for their performance, they will remember your team for future assignments Create off the cuff competitions and social engagements that are attended by the executive management. Take the opportunity to show case your team's success.

To ensure talent development within your organization consider these (additional) actions: Leadership Accountability: Make executive managers responsible for nurturing talent, with clear performance metrics/goals. Lead by Example: Engage personally in mentoring and talent reviews. Invest time in your own development and in developing others. Strategic Alignment: Align talent strategies with company goals, incorporating development into KPIs. Resource Allocation: Dedicate resources to training and development activities. Culture of Growth: Promote a learning culture, offering career progression opportunities. These actions can drive a more skilled and dynamic workforce, fostering a culture that values continuous improvement and development.

If executive managers aren't fostering your team's talent, it's time to take action. Have a conversation with them, propose solutions, and seek external mentorship or training opportunities. Work together with colleagues to support one another's development and advocate for improved talent nurturing within the organization. If necessary, escalate the matter to higher management or HR. #ahmedalaali11