Title: Developing Others (Leadership Competency) | LEADx
Headings: Developing Others (Leadership Competency)
Developing Others (Leadership Competency)
Leaders Skilled in Developing Others
What Prevents the Ability to Develop Others
Self-Coaching Questions on Developing Others
Tips for Developing Others
Example Goal Statements for Developing Others:
Developmental Action Plan for Developing Others
Additional Point for Thought
Suggested Additional Resources
Suggested Internet Search Terms

Content: Report to them on the status of their progress toward group goals and what should be their next steps toward further group improvement. Provide challenges that cause the employee under development to function beyond his or her comfort zone. Provide the necessary encouragement and support, and acknowledge progress. Step back and let the employee exercise and experiment with their newly acquired or improved skills. Allow them the necessary latitude to learn safely from mistakes as well as from successes. When employees express interest in management training, be honest about your impressions of their potential with the company, based on their measurable results in their current and former roles. Provide suggestions on goals based on your assessment of their most feasible future possibilities within the organization. Help your team members increase their knowledge of their current roles, the company, and the industry, to position them as SMEs in their current roles. Employ a variety of approaches to development, including off-site training courses, workshops, and seminars, internships, reading recommendations, mentorships, etc..
Assign developing managers projects and temporary roles that provide opportunities that serve to exercise and further develop their leadership skills. Identify ways for employees to remain in and develop within their current roles, if they desire to do so.