How to Cultivate Leaders Within Your Organization
It’s important for organizations to promote and develop leaders from within their organization. This way the people growing into leadership roles understand the mission of the organization. However, so many organizations don’t help their employees become leaders. This article will discuss how to cultivate leaders within your organization.
HR Plays a Role
A company must have a consistent investment in training for employees, and the human resources department plays a role in making this a reality. This is important for all employees because no one wants to go to work and not improve. One benefit of having HR involved in leadership development is lasting development. It’s much easier to train and develop someone already familiar with the organization.
Integrate Personality Tests
Personality tests can help identify how your developing leaders think. There are three primary tests backed by research, and the first is the Myers–Briggs. This test reports how people think about the world and how it influences their decisions. The second is the Enneagram. This test reports why someone does what they do, or why they make the decisions they do. The third is Gallup’s Clifton StrengthsFinder. This test reports an individuals skills or abilities. For example, someone could rank high in analytical or communication.
One of the best ways to grow leaders is through immersion. Challenging them with unfamiliar tasks or clients will make them develop problem solving and decision making skills. Training through immersion has become one of the most successful ways for anyone to learn new skills and to cultivate leaders within your organization. Of course, this should occur with some supervision; you don’t want to make them feel like you dropped them in a battlefield and left them alone to figure it out.
Allow Them to Interact With Current Leadership
A common mistake many organizations make is keeping leadership secluded from anyone who isn’t at—or near—that level of the hierarchy. This not only makes leadership seem unapproachable, but it also leaves a sour taste in many employees’ mouths when a sense of arrogance comes from their leaders. By supporting interaction with leadership, employees can learn from the leaders, bounce ideas off of them, receive some coaching, and obtain honest feedback.
Give Them Some Power
Lastly, you need to see how they’ll react when they have some power. Giving them some power with a client or a team is a great way to see how they’ll respond in this position. In addition, it gives the growing leader a sense of accountability because they now have a responsibility for that client or team’s success.
It’s important to remember that leaders are developed, and leadership is desired. With that being said, you can’t force someone into leadership. They have to want it, because if they don’t, they’ll likely fail.