” What’s needed is a deep-rooted conviction, among board members and line managers, that people really matter — that leaders must develop the capabilities of employees, nurture their careers, and manage the performance of individuals and teams “
5 Keys For Developing Talent In Your Organization
Act as a role model. Be transparent about your own need to learn and develop and share how you’re able to do it. Embrace vulnerability: leaders are never more powerful than when they are shown to be learning.
Reinforce the value of learning. Go beyond the baseline conversation about goals. Ask about what they want to accomplish and what they feel their gaps are. When someone completes an assignment, celebrate both the outcome and the learning, especially if the assignment wasn’t completed as smoothly as everyone would’ve liked.
Build sustainable processes to support development. Managers should be expected to coach and develop their people. At a minimum, everyone knows what areas they need to improve, and for those with particularly high potential, career tracks are developed that give them a sense of where they can go inside the organization.
Reinforce shared values. Employees should be able to link their everyday tasks and responsibilities to the values in the organization. People need to understand why what they do is important.
Leverage problems as opportunities for real world learning and development. What’s an acceptable failure needs to be clarified and that way, by incorporating stretch assignments, employees can seek out challenges where they can develop without feeling like mistakes will set them back in their career or jeopardize their job. Learning organizations see problems as opportunities.