Building a pipeline of leaders internally is smart succession planning and a great way to retain employees. As many employers struggle to find a magic potion for reducing impact amidst the Great Resignation, a simple solution could be creating a culture that values and recognizes employee contributions. When companies invest in their employees, they can build a legacy of leaders who are passionate, loyal and committed to serving the organization for the long run.
Indeed shares, “Identifying leadership potential in employees and helping them develop their leadership skills offers multiple important benefits to organizations. This helps ensure your organization has the future leaders it needs to be successful. Nurturing leadership potential may also improve how employees interact with clients and motivate employees to pursue new responsibilities in the workplace.”
So, what are the signs of a good leader? How can you identify potential leaders among your team?
- Communication – Do they listen? Do they understand when to contribute their thoughts and when to let others share?
- According to Indeed, “Leaders often need to listen more than they need to speak. This allows them to better develop their answers or determine if they need more information before making a decision. Look for employees who listen to others and carefully consider their options before sharing their thoughts.”
- Are they eager to learn?
- Can they juggle multiple priorities and tasks?
- Do they show initiative?
- Good leaders are proactive, stepping in to help, and quick to consider ways to solve problems. They don’t wait to be told what to do. They make suggestions, are observant and ask questions. They show an interest in taking on new opportunities.
- A recent columnist for Forbes shares that good leaders show initiative, “You know that change is inevitable and that everything you undertake is constantly evolving. Every good leader is aware of this. They don’t reject change but, on the contrary, they embrace it. They consider it as a springboard and not as a brake.”
- Do they own up to their mistakes and recognize when they need help?
- Good leaders don’t pretend to know everything. They surround themselves by smart people and learn from them. They admit when they are wrong and look for ways to fix the mistake.
Developing a pipeline of leaders is good for business. Engaged employees who take pride in their roles and encourage others to grow and contribute build morale and fosters a culture that values excellence and personal growth.
If you don’t have a leadership development program, create one that identifies and nurtures potential leaders at every level and across all departments.
Contact us today to learn more about our modern approach to performance management and development that actually improves the manager and employee relationship. Don’t just take our word for it, see what our Customers have to say.
