How to Identify and Develop Future Leaders
When companies need to fill an opening, they often come at it from a very short sighted perspective. Hiring should never just be a one and done type of deal. Instead, hire with the future in mind, so that when vacancies arise you are well prepared. Invest in your talent for the benefit of both the present and future success of your organization.
Developing future leaders is two fold. Not only does it set your company up for success down the line, but it also creates immediate value by improving your team’s quality of work. Plus, having a strong talent development program helps attract and retain top candidates.
Identifying and developing future leaders is a winning strategy that more organizations need to implement. It begins with hiring, but continues all the way through your business’s ongoing strategy. Here’s how to do it.
Hire for potential over experience
One common practice in hiring is prioritizing experience over potential, and this is the wrong mindset to have. Looking at growth potential should be the first step in hiring future leaders. An individual’s experience is rarely an accurate portrayal of their full capabilities.
Pinpoint areas of improvement
Everyone has room to improve, and most employees are eager to be given the opportunity to develop their skill set. When identifying what skills should be refined, consider also what traits are most important in the potential leadership role.
Offer training, workshops, and mentorship
Employee development is no doubt an investment, but it offers a strong ROI when done properly. Each employee’s program should be uniquely tailored to their individual needs, because everyone has different strengths and weaknesses. Beyond simple upskilling, mentorship is a great way to go the extra mile and show your future leaders that you’re here for them every step of the way.
Present challenges and opportunities for growth
While studying skill development is no doubt beneficial, nothing compares to real experience. Encourage your future leaders to step out of their comfort zone and push their ability to handle a variety of different challenges. Just be careful not to burn them out!
Provide constructive feedback
Sometimes, the only way to grow is through uncomfortability. While we may not enjoy hearing what could’ve gone better in our performance reviews, it’s the necessary criticism that drives improvement. If you don’t tell your employee’s your honest observations, they won’t have as many opportunities to meet your leadership standards.
The leadership roles in your organization are the biggest drivers of success. Filling a vacant leadership position should never be a hasty decision. With a bit of pre-planning, your team will be performing at new heights, on every level.