Leaders play a fundamental role in the management and progress of operations in companies. They are responsible for motivating, correcting, teaching and even identifying employees who are not developing as expected.
In addition to being a collaborator who brings good results and helps achieve goals, good leaders are able to motivate and retain talent that is essential for business growth.
Unfortunately, they are not always prepared to take on a leadership role, which is why it is important for companies to have programs to develop collaborative leaders. Learn the importance of these programs by continuing to read this article!
The importance of the development plan for employees?
It is important that the company has a development plan for leaders that meets the organizational culture, as they will be responsible for the results throughout the management of the business, including the “people” pillar.
As we know, people are essential to the success of a business, because in addition to carrying out activities, they are also emotionally involved. The more motivated employees are, the more they can achieve good results.
That's why having a leadership program is so important, as in jamaica email list addition to developing skills and competencies, the program will contribute to talent retention and business growth.
Skills a leader must have!
Good communication: it is important that the leader is able to clearly convey his ideas, this will prevent situations from being interpreted incorrectly by employees.
Problem identification and resolution: for the team to be able to meet goals and deliver better results, the manager needs to be able to identify opportunities and resolve problems that arise on a daily basis.
Crisis management: although no one is prepared for a crisis, as it happens when we least expect it, the leader needs to have the ability to act in a situation that takes him out of his comfort zone.
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How to create a leadership program?
1. Leadership Objectives
To start your leadership development program, think about the difficulties and challenges that your organization is currently facing or may face in the future. From there, the manager must define the strategic objectives that he or she intends to achieve with the leadership program.
This is when the following must be defined:
Program workload;
Topics to be covered;
Definition of metrics and evaluation method;
What will the feedback process be like?
2. Development
Even though leaders are trained, it is important to keep in mind that it is not a closed production process, that is, managers should not be “manufactured” like products, but trained, taught and corrected over time.
The program must include activities and simulations that contribute to continuous learning and professional growth. Remember, a program in which employees do not learn or grow is not a good program.
3. Identification
People with leadership potential can be found anywhere. Knowing this, managers need to be aware of the signs and know how to identify these employees. A very common mistake in companies is to only include high-performing employees in leadership development programs.
Even if an employee has not demonstrated great potential in their current role, this does not prevent them from being more suited to another role. A good development program is capable of finding “diamonds in the rough” and creating unique “jewels.”