You want to cultivate leadership talent in your organization. How do you get started?

desarrollar líderes no es algo que suceda de la noche a la ma?ana; requiere un enfoque estratégico y continuo. Aquí hay algunas consideraciones clave sobre cómo comenzar a cultivar el talento de liderazgo en tu organización: Evaluar necesidades, definir competencias, identificar a los potenciales líderes, promover aprendizaje continuo, modelar comportamiento deseado. Gracias

What is a given is that you have leadership competencies, you assess leaders and offer learning and developmental opportunities. The key is in execution - 1) Refer to your ' Core Values" and align your early leadership skills learning opportunities to them. Offer these widely making it a pre-requisite though not mandatory. 2) Systematically move your internal talent and promote 3) Offer early leadership opportunities when they are 70% ready 4) Coach them

Understand what that really looks like in your company. What does leadership looks like now and what should it look like in an ideal state? Then, try to figure out how would you go about setting a 30/60/90-day play to achieve it. Sometimes is easier to think of leadership in short/quantifiable terms. So then, what would you need to get stated? what is it lacking in your company that requires leadership support and how. What are the actually holes that you are trying to resolve? that's step 1.

Identify the star performers. Assign them on challenging tasks with set goals and timelines. Coach and mentor them by senior leadership members.

If you already defined your need and understand why you need to cultivate leadership in your company, then, what you need to formulate is a list of to-dos. What are the fist steps you need to take in order for you and your team to get leadership support; internal or external. So, these can be simple, actionable elements that will drive action into implementing leadership thoughts to support work functions. This is where your focus should be on.

Cultivating leadership talent is like building a sturdy tree! Start with strong roots and watch your leaders flourish. - Needs Assessment: Identify your organisation's leadership gaps. What skills and qualities are needed for future success? - Align with Your Values: Craft objectives that reflect your company culture and goals. Does your leadership pipeline prioritise diversity and effectiveness? - Measure Growth: Establish clear metrics to track progress. How will you gauge the impact of your leadership development program? Bonus Tip: Involve stakeholders! Get input from leaders, employees, and HR to ensure your objectives address everyone's needs.

The strongest method of cultivating leadership talent in your organisation is to ensure that the culture of your organisation is focussed on talent spotting and nurturing in-house talent. Grow your own leaders. It is likely that there are already some formal methods in place, for example: performance reviews and assessments and Feedback (360 or otherwise). Check whether your organisation has a leadership development programme as part of a succession planning strategy and if not, consider implementing one. Competence and behaviour assessments sit alongside active observation and shouldn't be used in isolation. Of course, I'm making an assumption that you already have a diverse and inclusive workplace.

Don't delegate blindly. Managers think that if they can delegate, they can develop. That's not the case. When looking to delegate a task, look for individuals looking for development opportunities. The first step - Identify who is interested in the progression in the first place. Ensure that the delegated task aligns with the area of needed improvement. Bring them into the discussion as participant for their career growth. Ensure there is a clear line between the task and the enhanced skillset. Once you both agree on the objective of career development, it's obvious how the task supports this, and they have the coaching/training to complete it, set up the task as a SMART goal to assess progress and adoption.

For leadership, you must have opt-in from others. So, gatehr up the collective support amongst the team and engage them in the conversation and the identified need for cultivating this across. What happens is that often times teams identify and add more reasons of why this is a need and ideas on how to best support the journey and even suggestions of application.

Whatever leadership development program you create, strive to tailor it specifically to your business, your culture, and your needs. Ensure it's adapted to every individual leader because not all leaders have the same level of leadership skills developed, nor personal characteristics relevant to leadership. This requires different leadership development approaches. Avoid off-the-shelf solutions. It's clear that the first approach is more demanding, but anything other than that, in my experience, is just a waste of money and time, with questionable ROI.

To cultivate leadership talent within an organization, it's essential to establish clear pathways for development and growth. Begin by identifying individuals who demonstrate potential for leadership roles through their initiative, problem-solving abilities, and interpersonal skills. Offer targeted training programs, mentorship opportunities, and stretch assignments that provide exposure to leadership responsibilities and challenges. Encourage open communication and feedback, fostering a culture of continuous learning and development.

Begin with the end in mind. If you want toncultivate great leaders, promote those exhibiting the leadership skills that you need to reflect a great culture and your organizational values. Many leadership development programs fail because we give team members the tools to become more effective leaders, but continue to promote people who do not exemplify those values or behaviors.