I was with a leadership team of a high growth/dynamic company yesterday. One target they put on their Rock list was developing their future leaders. They inherently understand a couple of things: *Rock = high priority/commitment item from my strategic planning process
- Developing future leaders means intentionally devoting effort to it.
- A constraint to doing this well IS NOT money. Time and/or focus are their real constraints.
- As an Inc 5000 company – their company is their best classroom.
I have done a past trUTips on this very topic. It is actually a very simple process, and yet not that easy because there is so much you can do with it. While this trUTips is a recipe to structure a great program, there are some details that will differentiate you. Here are three additional tips to making it great:
- Focus on selection(with executive team) – Use your values and three conversations with your leadership team to select the right people.
- First conversation: What are the criteria we will use to select our leaders? (Focus more on attitude than aptitude)
- Second conversation: Finalize criteria and take first pass at the people who stand out. At the end ask questions like: How can we make this group more diverse? What questions do I still have about each person that I need to work on finding an answer to before I can cast my vote?
- Third conversation: Vote for the final candidates. Pick a threshhold for the number and create a list of why we picked you for each person.
- Make the first phase a 12 month commitment, and begin by asking each person if they would be interested (share list from Step 1-Third Conversation).
- Make the first step a learning about myself (assessment based) and learning about what will be asked of me as part of the program. (there is an opt out option at the end of this step with no negative impact.
In his book Linchpin, Seth Godin says:
Telling people leadership is important is one thing. Showing them step by step precisely how to be a leader is impossible.
He goes on to say:
The alternative is to draw a map and lead.
Make sure your leadership development effort puts people to work on real problems(and make real mistakes), gives them feedback and support, and challenges them to always be learning.
It is that simple – so make it a Rock and get started.