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Human resources specialists are responsible for creating activities that foster the development of employee qualities. However, job development opportunities should not be limited to the confines of a training session, master or university degree only. Developing employee leadership skills can take place through different scenarios and activities
Steps to follow:
1. Identify employees whose tasks and responsibilities require additional training and development. Review your job descriptions for tasks performed at startup, intermediate and advanced levels. Evaluate the level at which employees perform their work tasks and record performance through the evaluation method of your company.
2. Set reasonable goals and objectives to perform work tasks. Re-evaluate employees at the end of the work period and adjust their performance objectives accordingly.
3. Discuss individual career goals with employees. Encourage employees to identify their short-term and long-term goals, as well as the resources necessary to achieve their goals. Establish the obligation to use some method in the identification of objectives, for example, the SMART method would be an option.
4. When identifying the resources necessary to achieve the objectives of the employees, consider all forms of training and development. Training and development activities, such as face-to-face workshops and seminars are formal teaching methods, however, informal methods, such as guidance, professional observation, and experimental learning, are other forms of training that are equally effective.
5. Hold regular meetings with employees about leadership opportunities. For specific leadership opportunities, ask employees to describe work situations where they can demonstrate their leadership skills. For example, when your company hires new workers, experienced employees can volunteer or be assigned to employees as mentors. Combinations such as these provide opportunities for experienced workers to direct new employees in vocational training, and can reduce the expense and resources needed to carry out the training of new employees.
6. You can use employees with leadership skills to help resolve interpersonal conflicts among the other employees. In general, employees with leadership skills are highly respected among their peers and can be valuable partners in resolving labor disputes.
7. Ask employees for their opinion on organizational changes. Change management is a difficult process, especially for companies in the growth stage. Employee opinion is a valuable tool that involves them in processes that streamline operations. Comments from workers who understand current processes also motivate employees to find ways to improve productivity and organizational processes.
8. Give high assistance to employees in the production of process manuals. Process manuals encode company practices and serve as a reference tool when a position is vacant and replacement workers are needed. The process manuals or welcome manuals also function as training tools for new employees.
9. Reward employees who contribute to the improvement of processes, giving them additional responsibilities or charging them with the responsibility of developing and applying their own ideas.
10. Outline the company’s internal promotion policy in all forms of employee communication, including the employee’s manual. Post job vacancy announcements for promotional opportunities and promote the applications of current employees.
11. Seriously consider employees who show an interest in promotions and higher level positions. In cases where an employee does not yet have the necessary skills and qualifications, offer resources to help develop the skills they currently lack. Include employees in the planning steps for acquiring new skills – the property of stimulating the leadership development process usually creates greater enthusiasm and motivation in honing leadership skills.
- To develop a person’s leadership skills you can also turn to a professional coach.