The world needs good leaders, that’s a fact. Look around. Whether in the political arena, the spiritual arena, or the workplace, people need leaders to provide direction, guidance, resources, and inspiration.
Still, raising up a leader in your organization is easier said than done. A 2015 report from Gallup posited that only 1 in 10 individuals actually have what it takes to manage. Repeat: 1 in 10. If you’re a manager, you might take objection to that statistic—until you consider your own manager, or the manager down the hall or around the corner, that is.
Fortunately, none of that means you can’t transition your chosen employee into a dynamic, effective leader. And like we said, the world needs good leaders. So what are you waiting for? Here are three tips to get you started.
Whether you agree or disagree with the Gallup report, you have to admit that not everyone is suited to be a leader. Great leaders are patient, assertive, organized, and skilled at communication, among other things. While all of these qualities can be learned, there are limitations. Consider the following:
Putting it all together then, before you decide to transition an employee into leadership, make sure you’ve targeted an employee who’s demonstrated he/she has the natural ability for the job. Ideally, this individual has a history of using informal power effectively and has had his/her natural tendencies verified through a reliable behavioral assessment, such as the Omnia Profile. Testing employees identified as potential future leaders is a smart way to ensure a healthy return on your investment.
Your efforts to transition an employee to a leader will be hampered without a solid foundation. For example:
As we’ve already noted, not everyone is suited to leadership. It’s equally true that not everyone wants to lead, but few are willing to forgo a promotion if that’s the only option. As the employer making these decisions, you need to be aware of your employee’s motivation to lead and take pains to ensure he/she truly wants what you're offering. You’ll also want to steer clear of employees attracted to leadership because they desire power but not the responsibility that comes with it.