Guest Post by Julie Robert
Finding talented leaders and efficient employees for both managerial and non-managerial roles, whether your company is experiencing a boom or struggling, is always the biggest desire and priority for an organization. In times of current cut throat corporate culture, with an unpredictable business climate and market, where the employee’s judge and value financial gains more than company loyalty and longevity, keeping a valuable employee and talented workforce intact is quite a task. Strong leadership and recruitment strategies are critical for the success of your organization and to keep it flexible yet determined enough to keep surging forward with a good team of employees.
To get to the core of how to nurture and develop top leadership talent and qualities in an organization, there are five basic strategies to promote effective leadership and walk them down the aisle of success.
1. Work on your own self as a manager/recruiter/leader
Primarily, you need to be calm and confident. Focus on the people around you and calm down your own fears and personal worries. Always remember that your style will have a direct effect on all the people around you, especially on your own team. Their responsiveness will be gauged on your own behavioral stimulus. Take responsibility and communicate sensibly and articulately. Don’t expect people to automatically assume that they get what you are saying. Inspire by your action. Gauge talent through the same checks for all your employees. Don’t be partial or keener on some and neglect others.
2. Provide people with environment that maximize their potential
The effective nurturing of leadership strength in an organization depends predominantly on careful placement of employees in environment that match their skill set and functional strengths. Allow them to grow and expand in their environment but it also doesn’t mean that employees shouldn’t be put into challenging situations. This will allow your sub-ordinates and employees to refine their current skill set and develop new ones. This should be kept in mind that your employees shouldn’t be left alone to fend for themselves in critical situation. Retain a group of help and support team and internal or out sourced coaches.
3. Give ownership of an assigned task or project
One of the most important things is to let your employee feel that he/she owns the given task. Encouraging the nurturing of confidence, decision making and taking initiative is as imperative as any other organizational expertise. One of the most valuable things for an organization is having an individual who has quick decision making capabilities and a sense of ownership of any work he is assigned to. It’s important to have a stringent set of rules for your company but it is also crucial to let your manager own his/her work because the dedication then exhibited is likely to be unmatched.
4. Bring in fresh talent but don’t overlook experienced work force
When your business circumstances are not optimal as expected and conditions are unsure, especially in a scenario where there are major crunches that your company has faced and it’s uncertain where and how things are going to settle, it is very tempting to outsource leadership talent and managers but rethink! Although this step might seem to be a one stop solution which would bring fresh and novel ideas to the organization but don’t underrate the talent within the organization. That could be beneficial on many levels, firstly they are well aware of the company’s strengths and weaknesses and move in a much better way if they are promoted to bring a change. When you are the owner of the company, do not underestimate the organizational knowledge that old employees hold. Secondly, promotions of existing employees help to nourish a sense of belonging, continuity, confidence and motivation for the other employees. The key to success is finding the balance between the new induction and old employees and not letting the fear of uncertainty make you blind to existing talent.
5. Stay focused
Last but not the least, a very important factor for a leader is to stay focused on the targets. In the hype of much conference room talking and dreamy situations, many elegant and well developed strategies may get swayed on the paper. There also comes a tendency to over focus on some detail which might be trivial for the overall project but many resources get allocated to it. The key to this problem is to stay in contact with employees at all levels and from upper tier to the lower.
Always ask yourself this standard set of questions so as to evaluate yourself and your decisions as a leader. For example, inquire whether your employees are working to their extreme potential? What factors might be stopping you from it? Are production goals being met efficiently? Are your targets being met? Asking these questions from yourself and assessing your own strengths will keep your focus on your goals and help you move forward as a leader.
These basic steps will help you progress as a leader, especially in the current business scenario and distraught economic landscape. With global trends shifting all the time, a leader is needed who can tackle effectively at every turn and has a broader vision to proactively combat the business concerns. While it may sound super human, it in effect is easy to practice, especially if these key points are kept in mind.