Developing Leaders

Managers are responsible for developing leadership skills in their subordinates. Plus, having at least one successor is good for our careers. Being seen as indispensable in one role can mean that we might be overlooked for new roles. Sometimes, however, watching others trying to lead will fill us with frustration and the desire to "just get on with the job" ourselves.

To avoid dental problems from gritting your teeth, try these methods of nurturing leadership.

• In team meetings, set aside time specifically to discuss leadership skills and styles. Elicit examples from your staff's experience, helping you to identify who has been the kind of leader your organization needs. From the discussion, assess whether individual staff members recognize and understand the organization's leadership culture.
• Package some of your own work into relatively small projects that can be undertaken by potential leaders amongst your staff. Specifically review what your expectations are regarding the leadership skills they should develop and practice. Following completion, review the success and encourage the leader to assess their own growing abilities.
• When departmental projects are established, recommend potential leaders from your staff. They may be able to further exercise their leadership skills, and they will certainly gain knowledge from interaction with other professionals.
• Request promising staff members to attend courses and seminars that teach leadership skills, particularly those that use experiential learning. Suggest that they take more challenging leadership positions when they are volunteering or engaging in sports.

Participation in real work is the best way to develop skills. Be sure to provide your star staff with progressive opportunities and avoid throwing them into situations in which failure will undermine their confidence.