Leading Leaders: How to Develop Leaders to Develop the Organization

C-suite executives, senior leaders and managers are HR’s closest points of access to the rest of the organization, essentially being the gatekeepers of a company’s culture, employee engagement, and performance. If they’re good, the company will do good - and the same applies otherwise.

I talked with LaToya Jordan, Founder and Chief Consultant of coaching and consultancy business Lead by Design Lab, about her past experiences leading talent in top companies. LaToya emphasized how crucial leadership development is in accelerating the career development of employees. Develop leaders, and you’ll develop the whole company.?

And oftentimes, it really is more about the systems in place, rather than the actual bosses themselves. They can be better - they just have to receive enough support. Here’s what management can do to grow leaders.

Being a mentor should be easier

While there may be mentorship programs in place to get leaders to teach, this system is flawed.?

Mentoring someone takes time and effort, and it’s difficult for most leaders to dedicate some to employees. They’re simply too busy. What should have been meetings twice a week, becomes meetings once a month. What should have been an opportunity to make a difference, becomes a burden.

According to LaToya, companies have to take some work off their plate so they can dedicate time for mentees. This makes mentorship a lot easier and gets them to willingly take someone under their wing. It can also help increase the number of mentors.?

Oftentimes, there will be more mentees than mentors, resulting in mismatched pairings. Employees just get in line, not having much say about who they get.

This is why sometimes, it’s advisable for employees to bypass the programs and go straight into building organic relationships with a mentor. Not being confined to a program can make for a more authentic and lasting connection. On the other hand, for entry-level employees, mentorship programs can serve as training wheels for them to confidently approach leaders.

Incentivize diversity efforts

Everyone is talking about Diversity, Equity, and Inclusion (DEI) but only few know how to integrate it in a company. It starts with leaders. And if the leaders themselves don’t embody it, then nothing will change.?

To encourage inclusion efforts in a company, the higher-ups should be incentivized, LaToya advised. Whether it’s attending events or getting more diverse hires, whatever they do to develop company culture should somehow reflect in their performance evaluation and pay.

This is why DEI shouldn’t be separated from talent management. Being a good leader is also being a good person – for everyone. However, beyond a reward system, the heads have to organically embody it themselves. It won’t work if they’re forced. So now, the challenge is getting them motivated organically – to look into themselves and realize how important DEI is.

Revisit performance evaluation models

Every company will have some sort of talent performance review which can vary in terms of the variables used. Other than the work or impact that talents contribute, how else are leaders looking at them? Is it through their potential like the traditional 9-box grid model? Or how they treat other people??

Whatever the metrics are will dictate how leaders will grow talent. It’s important to know if these performance reviews still reflect the overall values of the company, or if they need to be revised.

BONUS: LaToya’s SYCK tips to accelerate your career – whether a manager or an individual contributor

1. How to identify a mentor? Know who is doing something you want to learn more about. If you can’t get on their calendar, do some research and know where they started from or what their typical experiences were. Your mentor will be in those areas.
2. Like having a cabinet to advise you, have multiple mentors to guide you in various disciplines.
3. Always say yes to opportunities even if you’re not yet sure if they’re for you.
4. Build experience – even from outside your company. The knowledge you’ll get from volunteering or a side hustle will increase your chances of getting promoted and earning more.
5. Make sure your direct boss isn’t the only one who knows your work. The more voices that will amplify your boss’ praises, the more chances you have of moving up.
6. Respect everyone. Anyone can speak of you and either help or hinder your career.

LaToya Jordan on LinkedIn

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