It takes time to create a strong organisation, and this often starts with a strong foundation of leaders. When we talk about leaders, we don’t just mean those at the top, but also the roles that influence and direct others.  
 
A good leader both anticipates the needs of their environment and can react in the most effective and efficient way to evolving events. Turning a self-managing individual contributor into a multi-hat wearing leader who drives organisational success takes time and investment.  
 
Cultivating great and future leaders should be an ongoing process. It takes more than just being good at one’s job. Great leaders need to know how to manage teams, execute business strategy, make smart financial choices and build consensus. Consider the following strategies to build a strong and steady leadership pipeline.  
 
Focus On Development 

• A succession management plan must be flexible and development focused. This nets you existing skills and experience alongside a culture of continual learning.
• How? Pair educational leadership events with real-life exposure to a variety of job assignments before an employee assumes a role to give them the expertise and understanding of that role’s nuances.
• Implications? Without succession planning, you may have the right skills but no idea where they are needed. One position that is empty too long or one key role filled by an individual lacking the right skills can cause the whole thing to crumble.

 
Pinpoint Vital Roles  

• Development plans should have a particular interest in the vital job roles that are essential to the long-term health of an organisation. Hint: Middle managers often play vital roles, culturally and strategically speaking.
• How? Conduct reviews of your workforce with the intention of highlighting any issues potential successors may have so they can be addressed.
• Implications? Middle managers are the link between company vision and strategy, and the employees who execute it on a day-to-day basis. If managers don’t have confidence and the right knowledge, efficiency and achieved business outcomes go out the window.

Be Transparent 

• Don’t shroud leadership fast tracks in secrecy. Transparency creates trust and builds buy-in.
• How? eLearning systems, like an LMS, enable the creation of learning pathways that will autonomously populate an employee’s dashboard with the coursework needed for career progression. This demonstrates an investment in their future with your organisation.
• Implications? Unhappy or anxious people may end up in a leadership position they don’t want or can’t perform. Top talent might then be lost to rival companies because they can’t see pathways to grow.

 
Evaluate Regularly 

• Replacement is a short-term solution while developing leaders is a long-term and fluid initiative. Succession planning is about moving the right people into the right job at the right time.
• How? Keeping the river flowing smoothly requires regular check-ups that identify potential risks before they flare. Measuring progress can be achieved through measuring attrition rates, tracking progress, creating learning milestones and performance reviews.
• Implications? With no data to track leadership development, you won’t have anything on which to enact succession or strategic workforce plans.

 
For a more in-depth look at developing leaders, consider having a read of the full article.