Planning for Leadership

I recently posted an article from Industry Week that asked the question “What Makes a Great manufacturing Leader?”

I read the article from top to bottom – about half way through a thought hit me….what about continuous learning to develop up and coming leaders?

This is a subject that is somewhat talked about but I think it is more around what can the person do on his / her own time to continue to sharpen the saw or to create something not thought of before.

Oh sure there are education reimbursement programs…..many times those are a result of keeping up with the Jones's. Don’t get me wrong they are needed and desired…..the question becomes, how many of your employees are using the program? And how will it help them help your company? 

Depending on your profession you may be expected to keep your certifications or CEU’s up to date….for those few times I have to go to the Dentist or Doctor I am very glad that they do!

What if we, as business Leaders, adopted that strategy in our Leadership Development programs – I am talking about creating a company culture that not only encourages continuous learning but also has it as a part of the person’s professional development for the year.

Think about how the conversation would go….”Jane, for 2019 we think that it is important that you attend at least 2 Leadership development events this year. We have looked and here is a list of courses/ events / seminars that we feel would not only help you but help us here at Great Company XYZ.” Or the person that you are preparing for Leadership could bring their own training plan to the table.

One criteria to attending and event is that the person would have to create and present a summary of what the take aways were and how it may help the rest of us in the company….in addition and maybe most important did it change the way that person will be Leading others in the future?” 

I would think that the person that you are talking to could not help but feel like a valued member of the team.  Especially if they become the go to person on that topic….or the SME if you are the LEAN / 6 Sigma type.

On the flip side - One of the worst things that we can do as leaders is encourage some kind of additional training and then not engage the person once they are complete with the course to share it with others. Unless they are using it as a resume builder it does not really add to the “I am a valued part of the team” feeling.

So as you review those great folks that you have in your company and are looking for ways to engage them, read keep them working for you, try the technique I describe – or if you are already doing something like this please post so we can all learn.

Brian Turner