7_Steps_to_Developing_Leaders

7 Steps to Developing Leaders Try to tap into untapped energy that may be lying dormant for lack of interest or challenge to motivate people - this is a key to finding and developing new leaders. Remember that rising through the ranks does not guarantee qualities needed for a leading role. Seek out those who have a natural style to attract people to them. These are your true leaders as others will follow suggestions and directions from these people more willingly. Be a mentor and help them break through corporate or self-established barriers to more freedom and success for all, including yourself. 1. Look beyond a person’s title to their sphere of influence. Some people are in leadership roles and we wonder how and why. When looking to develop leaders, look to those who demonstrate a strong set of skills in work quality, ability to get along with others at all levels, and who seem to naturally command respect. These people are frequently not obvious to managers because they don’t look for them in outside where they "expect" to discover them. As a result, those skills and talents are often greatly under utilized. These potential leaders need to be nourished because they often don’t see themselves in that role either. 2. Discover personal interests of the people you are working with. Show you care about them as individuals. This does not mean being nosy but instead attentive and caring about their progress personally and professionally. Don’t just do this during a review period or when you need something. Practicing this habit is necessary all year round to develop a good relationship with those you interact with. You don’t have to be their friend, but it never hurt anybody to be friendly and to offer encouragement and a pinpointed remark to help develop good communication and camaraderie. 3. In conjunction with your employee, co-worker, or other team members, set up short-term and long-term goals you can each live with. You may not be in agreement on all points but as long as you each see the benefit, then it’s easier to live with the steps in between. I believe that an important element in this procedure is to act as mentors and role models for each other. That's right - each other. Leaders need to be reminded of who is accomplishing the day-to-day operation of any enterprise. Provide guidelines, the understanding of why something is being done in a certain way, and on-going support. 4. Encourage additional training through classes and seminars. This does not mean forcing people to go to something in which they have no interest or where they see no benefit in attending. Even if they learn the material, they probably won’t accept it or practice it. Discover where their interests are and find a way to tie it in to their job. When possible, help with the financing of books or courses - particularly when the learning takes place on personal time. 5. Development of a person’s mind and character is largely dependent on being encouraged and allowed to try and fail - without recrimination. As long as trials are conducted with the best of intentions and are not deliberate sabotage tests, then it’s important to let people use their imagination to experiment. It’s often the larger part of the learning process. Anyone who is successful can recount all the errors, mistakes, and failings they incurred but they also will tell you that those stepping stones ultimately led to the I DID IT !point. When success is the result - be sure to privately and publicly praise the overall effort and the win. 6. Switch routine tasks between members of a team. Most people have more knowledge, talents, skills, and expertise than they realize. Developing these through hands-on work and testing the brain in different scenarios is healthy for the individual and the group. On top of that, boredom and frustration is not as likely to set in as new opportunities are opened up and learned. It also allows others to better understand the importance of the various roles in an organization. 7. Think outside and beyond the box. Actually, all of the above points lead to this one. Here’s more. Try something new every month. Treat each new assignment or task as a turnaround situation - even if it’s not. This creative thinking process could lead to a breakthrough somewhere else. Encourage volunteering on business time; the change in environment and tasks can arouse new thought patterns and establish goodwill with the person involved and the community at large. Aspiring leaders would enjoy the opportunity to stretch their capabilities and demonstrate their skills. Practicing even just a few of the above ideas will lead to more productivity, a higher level of effectiveness, and a happier work group. Another success and win-win situation. ************************************ About the author: (c)2003 Virginia Reeves OK to reprint. My motto is share your smiles as you search for the pot of gold. Ezine on enhancing growth offers alternate weeks of Virginia's articles and a guest. This provides variety to benefit you. mailto:millionairemindset@GetResponse.com For more choices, please check website at http://www.rainbowopportunities.ws Thanks!