Transforming Agents to Leaders – A Conscious Process
“Good leaders aren’t born. They are made.”
At EOS, we know our success is dependent upon having a strong pipeline of emerging leaders, trained and ready to step in as opportunity arises. We recognize the personal investment our employees make every day for the success of the business. Our goal is to give them the tools, skills, and confidence to move successfully up the ladder.
It takes a unique blend of personal attributes, skills, and behaviors to succeed in a leadership role.
In spite of promoting the agents, sometimes organizations are faced with a roadblock. They discover that these agents are ineffective in managing others. This means – these businesses have not only created a leadership issue but also lost their top-performing agents.
How do you find a balance?
Pay for Performance & Promote for Potential
This has been our tagline in transforming an agent into a leader. The first step is to pay for the work they do. The second step is to identify the high potential workforce. And finally, invest in leadership training for the potential ones.
Build a Career Path
With expertise in different processes, we at EOS could envisage that one way to resolve is to build career paths within the organization. It gives them chances to expand the range of their professional skills. It’s a double bonanza - you get to keep them within your organization as they do higher-value work, thereby higher productivity.
Well, that gives enough reason to not only make a sound investment in your recruitment and training practices but also in providing agents with a career path that includes moving into a leadership role.
Leadership Talent Pool
Ensuring leaders are in the pipeline at all times - starts with an organized, disciplined, and ongoing process of training. We have always felt an urge to hammer out a plan to make training and leadership development a continuous process.
Moving into Leadership Roles
When an agent moves through the ranks into a leadership role, he or she becomes not just a manager of tasks and metrics but a leader of others. Armed with a strategic plan tailored to the needs of each candidate, you will be well on your way to developing the best new leadership talent for your organization.
Expand Internal SMEs
How can you make the agent’s job more fulfilling?
One avenue to consider is the internal subject-matter expert (SME). Beyond just a resource for their peers, SMEs can also add value by taking an active role in other areas of the business, like process design and development.
Mentoring Programs
?Without a mentor, even the most skilled leaders will drown until they find someone to show the ropes to pull up. One of the huge benefits of using an employee development program is your future company leaders will be developed and mentored into their destined positions by your veteran staff.
The priority of any organization thriving to make a mark in the ever-changing environment is to create leadership paths for potential leaders, from team leads to operations managers to site directors.
Promote training programs, communicate opportunities, and make clear your commitment - that’s the ideal way to nurture your agents into leaders.
Happy Employees Mean Happy Clients.
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