“Leaders become great, not because of their power, but because of their ability to empower others.”
John Maxwell
A recent study by SHRM (Society for Human Resource Management) discovered that 4 out of 10 leaders feel their team is lacking in some way to provide continuing leadership and success to the organization. Where does that leave these business leaders but in a place of fear for the future of their company? Determining what each team member brings to the table, what his or her competencies are, where they lack skills and knowledge, and setting up a game plan for the future are all key components to building up strong leaders within your company. So how can you put these ideas into practice?
Using competencies to identify the holes and gaps in your talent pool, and determining who is on the path for leadership, will go a long way for success in the company now and in a decade. Competencies can be defined as individual characteristics such as skills, knowledge, self-image, and mindsets that allow people to be successful (or not) in their chosen roles. So what are some of these competencies that we can identify in the business world? What should you be looking for when you start working on a succession plan for the executive team in your organization?
- Communication skills
- Relationship management
- Business acumen
- Ethical practice
- Leadership
After reading through that list, do you have some key individuals in mind that could shape the future leadership of your organization? What steps do you have in place right now for a succession plan, mentoring program, or cross-training in order to facilitate the growth and development of your future leaders? #leadership #successionplanning #HRblogs