Let's talk about the elephant in the room. A major shift is looming in the workforce and it's one we can no longer afford to ignore. A mass exit is on the horizon as seasoned professionals begin transitioning into retirement. While this trend has already started to trickle in, it's about to accelerate - leaving organizations with significant gaps, particularly in leadership and knowledge.
The big question is: are we prepared?
For many organizations, the answer is 'not quite yet'.
A strategic move to consider making now is investing in leveling up the emerging leaders. Failure in doing so risks leaving critical roles unfilled and even worse, filling them with individuals unprepared for the challenges and changing role of leadership. Let's be real, leadership is not an easy role to tackle.
How often have we seen talented employees promoted into leadership roles because they excelled in their current role? It's a common story and also a cautionary one. Being stellar in a technical or contributor role doesn't automatically translate to being an effective leader. Leadership requires skills to be developed through intentional actions and behaviours, and a desire to continue evolving these skills.
Too often, newly promoted leaders find themselves thrown into their role without the necessary support and training. They feel like a deer in headlights, uncertain of how to navigate their new responsibilities. And it makes it even harder if they were once a team member and now are responsible for leading that team. This lack of preparation leads to a chain reaction:
The leader begins to doubt their abilities
Other people begin to doubt their abilities
Team morale decreases and frustration increases
And ultimately, that once-passionate and highly talented individual may leave the organization altogether. And we have the power to change this narrative.
So preparing our leaders is a strategic necessity. And here's an approach to get you thinking about how to do this:
Identify your emerging leaders/high-potential team members. Make sure to consider beyond the technical skills.
Provide development opportunities now that focus on essential leadership skills. They may find out they really thrive, and some may find out that leadership maybe isn't for them.
Creating a mentorship program is a great way to pair an emerging leader with an experienced mentor who can share insights into leadership. PS: it's even more powerful when you weave in Personality Dimensions into this.
Encourage continuous learning by offering access to workshops, coaching and other resources to encourage the next generation workforce to close the gap.
Team Human Conversation
Fight workplace zombies in your organization and join Team Human! Gather a group of fellow workplace zombie hunters to discuss our most recent blog post. Use the questions below to kick-start your conversation.
Are there specifical skills or attributes that stand out to you as critical for emerging leaders in your organization?
What types of experiences or challenges do you believe are essential for preparing future leaders?
How do you keep emerging leaders engaged and motivated to grow within your organization?
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