As a senior HR expert in your company, you should always be thinking about how to best develop both your current and next generation of leaders. This may mean grooming someone to replace an executive who is nearing retirement or helping a current C-suite employee adjust to their role or prepare for their next career step. Either way, you need a plan in place to help these valuable individuals grow as leaders.
Tips for Developing Incredible Leaders
Great managers are coachable and likewise offer coaching and encouragement to those around them. Great organizations develop their leaders’ skills and weave this growth into the fiber of their organizational culture.
Members of the Forbes Coaches Council offer these tips for helping C-level employees achieve their best:
- Create a growth-focused environment. Foster ongoing opportunities for growth through self-reflection, learning and feedback. Integrate this into a person’s annual performance plan. Assign leadership coaches to help facilitate the process. Provide global and cross-functional assignments to broaden horizons.
- Invest in your leaders. Nurture their natural strengths and talents. Provide the coaching and encouragement they need to continually improve and contribute to your company mission and vision. In doing so, you also build long-term loyalty.
- Help leaders build their credentials. It’s great to invest in training courses that last for a few hours or weeks. But go beyond this and support people in commitments to earn certifications or in other long-term development opportunities. When a senior-level employee knows you’re helping them gain an industry credential, they’re more likely to use that added value to benefit your organization.
- Help them develop other people. As senior leaders, your C-level employees need to focus on developing those around them. Cultivate this mindset through your own coaching sessions.
- Give them mentorship roles. Provide senior employees with opportunities to use their knowledge to benefit new hires and lower-level team members. Match their strengths to individuals who could use that guidance to fill a gap. For instance, if a C-level employee builds project teams that are creative and innovative, pair them with others who can learn to do the same.
- Start with small, low-risk opportunities. Leadership development can be particularly critical if you have an employee stepping into their first senior management role. A good way to begin is to assign them to projects where they can stretch and learn without risking damage to company performance. Find entry points into senior management where these individuals can easily be guided and get regular, ongoing feedback.
- Develop leaders, not just managers. Focus on things like self-awareness, showing empathy to others, and motivation of fellow team members. Teach C-level employees to adopt and cultivate a leadership mentality. The most important shift is learning to measure, direct and inspire performance from where they sit, as opposed to comparing their outcomes and capabilities to your own.
For additional tips and resources on developing your senior leaders, consider partnering with the talent management experts at TRC Professional Solutions. Read our related posts or contact us today to learn more.