Steps,Developing,Leaders,Try,t business, insurance 7 Steps to Developing Leaders

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Try to tap into untapped energy that may be lying dormant for lack ofinterest or challenge to motivate people - this is a key to finding anddeveloping new leaders. Remember that rising through the ranks does notguarantee qualities needed for a leading role. Seek out those who havea natural style to attract people to them. These are your true leadersas others will follow suggestions and directions from these people morewillingly. Be a mentor and help them break through corporate orself-established barriers to more freedom and success for all, includingyourself.1. Look beyond a person’s title to their sphere of influence. Somepeople are in leadership roles and we wonder how and why. When lookingto develop leaders, look to those who demonstrate a strong set of skillsin work quality, ability to get along with others at all levels, and whoseem to naturally command respect. These people are frequently notobvious to managers because they don’t look for them in outside wherethey "expect" to discover them. As a result, those skills and talentsare often greatly under utilized. These potential leaders need to benourished because they often don’t see themselves in that role either.2. Discover personal interests of the people you are working with. Showyou care about them as individuals. This does not mean being nosy butinstead attentive and caring about their progress personally andprofessionally. Don’t just do this during a review period or when youneed something. Practicing this habit is necessary all year round todevelop a good relationship with those you interact with. You don’thave to be their friend, but it never hurt anybody to be friendly and tooffer encouragement and a pinpointed remark to help develop goodcommunication and camaraderie.3. In conjunction with your employee, co-worker, or other team members,set up short-term and long-term goals you can each live with. You maynot be in agreement on all points but as long as you each see thebenefit, then it’s easier to live with the steps in between. I believethat an important element in this procedure is to act as mentors androle models for each other. That's right - each other. Leaders need tobe reminded of who is accomplishing the day-to-day operation of anyenterprise. Provide guidelines, the understanding of why something isbeing done in a certain way, and on-going support.4. Encourage additional training through classes and seminars. Thisdoes not mean forcing people to go to something in which they have nointerest or where they see no benefit in attending. Even if they learnthe material, they probably won’t accept it or practice it. Discoverwhere their interests are and find a way to tie it in to their job.When possible, help with the financing of books or courses -particularly when the learning takes place on personal time.5. Development of a person’s mind and character is largely dependent onbeing encouraged and allowed to try and fail - without recrimination.As long as trials are conducted with the best of intentions and are notdeliberate sabotage tests, then it’s important to let people use theirimagination to experiment. It’s often the larger part of the learningprocess. Anyone who is successful can recount all the errors, mistakes,and failings they incurred but they also will tell you that thosestepping stones ultimately led to the I DID IT !point. When success isthe result - be sure to privately and publicly praise the overall effortand the win.6. Switch routine tasks between members of a team. Most people havemore knowledge, talents, skills, and expertise than they realize.Developing these through hands-on work and testing the brain indifferent scenarios is healthy for the individual and the group. On topof that, boredom and frustration is not as likely to set in as newopportunities are opened up and learned. It also allows others tobetter understand the importance of the various roles in anorganization.7. Think outside and beyond the box. Actually, all of the above pointslead to this one. Here’s more. Try something new every month. Treateach new assignment or task as a turnaround situation - even if it’snot. This creative thinking process could lead to a breakthroughsomewhere else. Encourage volunteering on business time; the change inenvironment and tasks can arouse new thought patterns and establishgoodwill with the person involved and the community at large. Aspiringleaders would enjoy the opportunity to stretch their capabilities anddemonstrate their skills.Practicing even just a few of the above ideas will lead to moreproductivity, a higher level of effectiveness, and a happier workgroup. Another success and win-win situation.************************************