How to Create Leaders in the Workplace

Leaders in the workplace
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Talent management is gaining ground in recruitment and managers are changing the way they approach their employees, providing better opportunities for professional development and building a closer relationship with them.

One of the key practices in talent management is having a succession plan that works like an ace up your sleeve. This way you will always have someone with the right set of skills to fill any crucial role that falls vacant. But, how can a manager train his employees to become leaders? Here are some ideas that can help you guide them through that path:

1. Share the principles of networking. Give your employees the opportunity to connect with others and represent the company. As future leaders and company ambassadors, they need to be confident enough to share their opinions and ideas in order to build beneficial connections for the company.

Start by encouraging them to attend events within the company so they can interact with people from other departments and, as they gain confidence, take them with you to bigger events to continue developing people’s skills, their confidence and make contacts. Eventually, they’ll be prepared to go to those events in your place and represent the company.

2. Build a mentor-mentee relationship. Although some people may have innate leadership skills, others can benefit from your experience and guidance to get more skills and confidence when managing others. Use your experience to help your employees become great leaders, give them a time and a place to express their ideas, show them ways to improve their leadership skills, offer some training courses or even have a casual conversation with them about their aspirations and ideas for projects they can develop in the company. This will make them feel supported and will prepare them for a possible transition.

3. Don’t be overprotective. Even though, as a mentor and leader, you want your employees to succeed and you are the one they come to ask for help to solve their problems when in crisis, you need to show them all the aspects of being leaders such as facing challenges at work.

Your employees need to know how to make decisions to overcome issues on their own (even if this means making mistakes). They will learn how to deal with the crucial decisions before having to make one as leaders themselves. This, of course, doesn’t mean disappearing and letting them completely alone (remember you are their mentor) but try not to control everything and solve every problem they have. Instead, give them tips on who they can talk to or what tools they can use to find solutions.

4. Delegate duties that show them what being a leader means. Besides making tough decisions, leaders have different duties, not all employees are aware of. If you’re guiding them to become leaders, you need to show them (and allow them to carry on) some of your tasks. Allow them to shadow some of your presentations to the staff, meetings or projects you’re managing and, eventually, let them be the ones in front of those tasks; observing and supporting when needed.

5. Make them feel part of the company. If you’re training someone to become a leader, make them feel like leaders. Value their ideas, trust them and assure them they can make an impact. Otherwise, they won’t have a sense of belonging and won’t be willing to devote themselves to the company as a leader needs to. Listen to their voice, you may be positively surprised by their ideas and even make the business grow.

6. Be a role model. For sure, your employees will learn from courses, books, and your suggestions but there’s no better way to teach someone than by example. If you want your employees to become outstanding leaders, be one yourself. As a leader you need to be professional, transparent, committed, confident, open-minded, you need to be punctual and willing to help your colleagues and to learn from them. Your employees will look up to you as an example of what a leader should be, so make sure the example you’re giving will be positive and beneficial for the company.

Final thoughts
As a manager that is committed to the organization, try to always have a plan for the company’s benefit. Encourage your employees to take on more responsibilities, train them so they get the skills needed for more crucial tasks and allow them to get more involved in the management area so when needed, they can assume more responsibilities.

Jennifer Soto
Creative Writer