Every Good G S ift
ells
Entrepreneur
5 ways to invest in next-level leaders
By Joseph Lalonde |www.biblicalleadership.com
Identifying and growing potential leaders can be tricky. You may not know Some open-ended questions could be: what to look for or what you can do to develop these up-and-coming leaders. What do you consider to be successful leadership traits? How are you developing your skills and talents? Despite this, you have to be able to identify and grow new leaders. What tasks make you come alive? Can you share how you dealt with an unexpected setback? These new leaders will be the ones to take your organization to the next How are you coming up with new ideas? level. Who better to lead them towards this objective? People are going to disagree with you. How do you deal with these people? What risks have you taken? Are you willing to take new ones? If you’re struggling to understand how to identify and then grow these How would you encourage your direct reports to continue growing? leaders, this article is for you. We will look at five ways to identify and Use these questions and more when talking with your team members. Lisgrow potential leaders. ten to their answers.
1. Create a leadership assessment
Their answers will tell you whether or not there is potential within!
4. Nurture potential
Do you want to identify potential leaders? Look no further than a leadership assessment. You can find one online. However, I want to encourage you to think about creating a leadership assessment yourself. Now you know who has great leadership potential on your team. You’ve assessed their skills, conducted multiple one-on-one meetings, and asked By creating your own leadership assessment, you are using a tool that is great open-ended questions. specific to what youwant to look for in new leaders. Create the assessment around the goals and desires of you and your organization. It’s time for you to step up to the plate and grow the potential leaders you’ve identified. Have your team take the assessment. Review the results. Start picking out potential leadership candidates. You’re going to find it tricky, at first, to nurture the potential within these fantastic people. But you can do it.
2. Make time for one-on-ones
5. Expose them to leadership opportunities
Making time for one-on-ones can kill both birds with one stone. Oneon-ones give you personal time with your team. You’re able to talk about You have to take the training wheels off of leadership development at some what’s happening in your team member’s life, where they see themselves point. What I want you to start doing is to begin exposing these people to going, and what you can do to help them. leadership opportunities. Conducting one-on-ones will be one of the best uses of your time.
Exposing your people to leadership opportunities could be giving them the chance to run a business meeting (Toastmasters is also a great way to help them understand how to run a meeting). Or you might consider allowing the team member to decide how the production floor is run. You Part of one-on-one meetings is the ability to ask your team members let this person change how the floor is laid out, who goes where, and more. open-ended questions. I shared a few questions above. However, you can dive deep and let your team members go. Give people the chance to lead and you may be shocked at how well they do it!
3. Ask open-ended questions
TT 156 | June 14th- June 20th| 2022
