I love to see people grow and become drawn to the process of learning and growth.
People who learn develop confidence and push boundaries that help the team to succeed. They are not intimidated by change and new circumstances. They think of possibilities, explore alternatives, and generate ideas that will help the team navigate the change.
This will not happen if a leader stifles growth and is intimidated by people smarter than they are. It does not help to be the only brightest person in the room that everyone looks up to for answers.
As alluded in the previous article, best leaders pass the baton. They know that the measure of success for each leader is to help others thrive in a dynamic and ever-changing work environment. Leaders who help others grow help themselves and their organisation to achieve excellent results.
Here are 5 things that you can implement to help others grow:
#1. Know what employees want to be and do: I have observed instances where leaders assumed what is best for employees and employees expecting their leaders to know what their aspirations are. An open and candid discussion about future needs helps to shape meaningful discussions so that the development solution can bridge the gap between the individual and the organisation dimension. Gone are the days when development was geared to conforming only to the expectations of the organisation. Bridging the gaps between the individual aspirations and organisation needs helps the leader to guide the people in terms of what is possible or not within the constraints of the organisation.
#2. Assess strengths and weaknesses: The assessment will provide the foundation on how you can further improve the individuals in your team.This helps to focus development on the right interventions rather than a blanket approach to development. It also helps the leader to focus uniquely on each individual to improve their strengths and to turn their weaknesses into strengths.
#3. Define proficiency levels: Define the level of proficiency that the team needs to achieve concerning the competencies that are being developed. This will help the team to know that they are performing at the right level.
#4. Identify the best development method: The common assumption by leaders is that training is the panacea for all development gaps. The reality is that not all development gaps need classroom intervention. Some gaps may be addressed best through mentoring, self-learning or experiential learning. You also need to explore how each of your team members learns and leverage that for effective development.
#5. Coach and connect: Coaching provides a solid base to close the gap between learning in the classroom or from experiential and self-learning interventions. It nourishes growth towards effective business delivery. The leader should also encourage the people to look for external coaching to enrich the learning experience by increasing self-awareness, defining goals, and helping the individuals put a roadmap and help them reach their development goals.
If you are intrigued by the idea of achieving extraordinary results in your life, I invite you to explore coaching with one of our coaches. Drop us an email on firstname.lastname@example.org.
Tex Hlalele is a Life & Business Coach, Consultant, Speaker and Author of the book Face the person in the mirror. Book Tex for coaching and speaking engagements to help you and your team gain insights and possibilities for individual learning and organizational advancement. Get in touch by sending an email on email@example.com.
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