Developing the Next Generation of Leaders

Take a moment to think about the best leader you ever had.

It doesn’t have to have been a “boss” – they could have been a camp counselor, a teacher, a mentor, or a friend of your parents who taught you a lot about life.

Think about the character traits they possessed. Think about how their mentorship improved your life.

Do you have a pretty clear picture of why that person was such a great leader to you?

Sometimes it can be hard to put a finger on what makes a specific leader so effective. Still, it’s important to identify these traits and behaviors so that you can demonstrate and foster them in the next generation of leaders.

Let’s take a close look at what makes a great leader and some practical tips for fostering Courageous Leadership in the next generation.

Great leaders lead with empathy.

Think again about the best leader you ever had. The reason you felt so connected to them likely is that they made you feel understood and respected. They went out of their way to show you that you matter, and they lifted you up on their shoulders so that you could see things from their perspective. This mutual respect made you feel important and worthy – and from that place, you felt empowered to try new things, be brave, and explore possibilities.

At the core of this is?empathy.?It starts with an understanding: the person in front of me has a unique experience and perspective.

Fostering mutual respect with younger team members and letting them know that you care about their wisdom and perspective is a winning strategy for you as a leader and for showing them how to lead well in the future. Once they recognize that your empathy is what makes them feel strong and valuable, they’ll mirror this behavior with peers and mentors alike. They’ll understand how good it feels to be seen and heard and how well it works to open people up and get them taking action.

Practical Tips for Practicing Empathy:

Strip away the “title” you’ve assigned for the person in front of you. They’re not a “junior,” an “assistant,” or a “team member” – they’re an individual who holds a valuable piece of the puzzle your organization is trying to solve. They have information and experience you don’t have access to yet, but with the right amount of empathy, you can help them feel comfortable to share.

Ask them questions like, “How would you do this differently?” Or, “Is there something I haven’t considered or can’t see about this situation?”

Listen genuinely and openly to their answers. Repeat specific words that they’ve said back to them so that they know that you’ve heard them.

Thank them sincerely for their participation and feedback.

And most importantly:?utilize their feedback in your strategy.?Asking for someone’s experience or opinion and not using that information to inform your decision is a surefire way to lose trust and respect. Your team member will see that you’re just going through the motions while doing what you think is best. If their feedback doesn’t help solve the problem, use it in another way – let your team member know that you now understand them better and will use their feedback in your future decisions. Keep a record of their input so that you can recall this info during future strategies.

Great leaders encourage different perspectives.

Nothing good happens in a vacuum.

As a leader, you have access to various experiences, opinions, and perspectives in your team members.

Seek out opinions and perspectives that are different from yours – especially those that go against the grain of “how things have always been done” in your organization.

This does two things: it opens the door for new possibilities, and it shows your future generation of leaders that it’s good to consider all sides of an issue, even if you don’t personally agree. Healthy, educational, productive conversations that lead to action always take into account “another way.”

Practical Tips for Encouraging Different Perspectives:

During a meeting, don’t use blanket statements or questions like, “I think we all agree with that” or “Is everyone okay with this?”

This makes it easy for people to simply go along with what’s been said instead of speaking their minds.

You will always have one or two brave team members that you can count on to tell you how they feel no matter what, but more often than not, team members won’t instantly feel comfortable and empowered to speak up. To encourage them to do it, say something like, “I’m sure there are some other opinions in the room, so I’d like to hear from someone who thinks we could do this differently.”

This is an invitation for multiple perspectives.

After this invitation, it’s important to let team members “have the floor” and discourage interruptions from other members until the sharing team member is done. Remind team members as often as needed that everyone’s perspective is valid for this discussion.

These types of conversations can get lengthy if arguing ensues, so at all times, it’s important to remind team members that if time runs out for discussion, your inbox or office door is always open.

Show your future leaders that it’s good and necessary to hear different perspectives. Encourage open, frank, transparent discussion with your team whenever possible.

If done right, respective of time management and working within the framework of your organization, your future leaders will recognize the value in this type of conversation and mirror this behavior in their own lives and leadership opportunities.

Great leaders want to create more leaders

You probably have a good sense for the benched future leaders in your organization – but when was the last time you checked in on their development?

As a leader, it’s your responsibility to inspire by example and show your team what’s possible.

A large part of that is paving the way for your team members, facilitating opportunities, and opening doors for your future leaders to step up and walkthrough. You’re the ally they need as they discover what’s possible. Here are some practical ways you can pave the way for your team to succeed as future leaders.

Practical Tips for Creating New Leaders:

This week, make an effort to touch base with your HR department to ask about new opportunities for your team members.

Look for chances to let your team members have a say in organizational strategy. Allowing them to experience this shift in responsibility can boost confidence and empower them to continue moving towards a leadership position.

Ask your team members at least once a month if they’ve spotted new opportunities they’d like to get involved within your organization.

Your role as a leader becomes much more apparent when you focus on “passing the torch” to the next generation of leaders. Leading by example and showing your team what’s possible will inspire your future leaders to follow in your footsteps – and it’s a truly worthy cause that will bring new energy and focus to your work.

If you’re ready to supercharge your leadership, Courageous Leadership is the perfect program for you.

This five-week intensive program is exclusively designed for leaders like you. You recognize that there’s a knowledge gap between typical Leadership training and what this new workforce needs to be inspired and motivated to do great work and hit organizational goals.

Registration is closing in TWO Days! – follow the link below to find out more and grab your spot.

Register Today: https://belinda-egan.com/courageous-leadership-online-course/