There are various ways to develop your people. You can send them to an intensive 4-5 day management course and hope they learned something they can apply in the workplace. Invariably, managers come back, take the binder and put it on a shelf and may never look at it again. This is such a waste of money.
Imagine on the other hand that the development plan is built on your business reality and that these managers learn communication and leadership concepts, get to practice them with other managers and then use and apply them in the workplace immediately! Furthermore, that their development is encouraged, supported and mentored throughout their career. The learning and application happens in the workplace over a period of time. This gives the managers useful building blocks to use on a daily- weekly basis to gain confidence, interpersonal skills and coaching skills to start building their people.
M.J.: Are managers open to all of this?
Anne: Newly promoted managers may not readily admit that they need help or that they have limitations. This may feel like telling their bosses that they are not competent or perhaps not worthy of the promotion. Some organizational cultures are more forward thinking and recognize that new leaders, in fact, all leaders have strengths and limitations. Here are the choices:
- A culture that admits that newly promoted individuals are not perfect in the role and developing the individual to become the best he/she can be thus investing in their career and in a highly engaged performing leader or
- Turn a blind eye to the limitations and throw them in the deep end of the pool.
By investing in the development of your people- you grow your capacity and thus grow your business.
M.J.: Is leadership development more of a concern for larger organizations as opposed to smaller companies?
Anne: I believe that leadership development is important in all organizations. I would suggest that developing your employees in smaller companies and investing in their growth directly impacts the bottom line.
M.J.: What tools can be used to identify potential leaders?
Anne: There are many tools out there to identify potential leaders. Behavioural assessment or ‘’Personality tests’’, cognitive abilities tests, Emotional Intelligence evaluations, behavioural interviewing, 360 evaluations are but a few.
It is as important for the individual to understand their strengths, limitations and motivations and expectations to be a manager. It’s not for everyone.
M.J.: Are leaders necessarily in a management role? Sometimes the influencers within an organization are among those in a department?
Anne: You are correct. For example, in flat organizations, the management roll can change from one individual to another. Building competencies required to achieve company objectives can be developed for many employees and not just the management- or potential management group.
M.J.: Thank you Anne. For more information about why developing new managers is essential to the success and sustainability or your organization, visit the website of The Pillars or contact Anne to speak with her directly.
