How to develop leadership skills

Human resources specialists are responsible for creating activities that encourage the development of employee qualities. However, job development opportunities should not be limited to the confines of a training session, master's degree or university career only. Developing the leadership skills of employees can take place through different scenarios and activities.

Steps to follow:

one

Identify employees whose tasks and responsibilities require additional training and development . Review your job descriptions for tasks performed at the beginning, intermediate and advanced levels. Evaluate the level at which employees perform their work tasks and record the performance using the evaluation method of your company.

two

Establish 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 needed to achieve their objectives. 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 employees, consider all forms of training and development. Training and development activities such as face-to-face workshops and seminars are the formal methods of teaching, however, informal methods, such as guidance, observation of professionals, 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 to professional training, and can reduce the expense and resources needed to carry out the training of new employees.

6

Employees with leadership skills can be used to help resolve interpersonal conflicts among other employees. In general, employees who present leadership skills are highly respected among their peers and can be valuable partners in the resolution of labor disputes.

7

Ask employees for their opinion on changes in the organization. Managing change is a difficult process, especially for companies in the growth stage. The opinion of employees is a valuable tool that involves them in the processes that streamline operations. Feedback from workers who understand current processes also motivates employees to find ways to improve productivity and organizational processes.

8

Give high assistance to employees in the production of process manuals. The process manuals codify the practices of the company and serve as a reference tool when a position is vacant and replacement workers are needed. The process manuals or welcome manuals also work as training tools for new employees.

9

Reward employees who contribute to the improvement of processes, giving them additional responsibilities or burdening them with the responsibility to develop and apply their own ideas.

10

It outlines the company's policy of internal promotion in all forms of employee communication, including the employee's manual. Post job advertisements for promotion opportunities and encourage applications for current employees.

eleven

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.

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