Was tun Sie, wenn es Ihren zukünftigen Führungskräften an Orientierung und Motivation mangelt?

A needs assessment is important because this establishes what needs to be addressed and how to address those needs. This will help to establish the exact actions to be taken

Certainly, you can also- Offer Training and Development Programs: Invest in programs, workshops, and training initiatives to equip them with the skills, knowledge & tools they need to succeed. Lead by Example: Demonstrate strong leadership qualities in your own behavior & actions. Model the values, behaviors, and attitudes you want future leaders to emulate & provide inspiration and motivation through your leadership style. Monitor Progress and Adjust Strategies: Regularly monitor the progress of them and adjust your strategies and approaches as needed. Be flexible and responsive to their evolving needs and circumstances & provide support and guidance to help them stay on track.

Try taking a personalised approach. Start by having open and honest conversations with each individual. Understand their goals, aspirations, and any challenges they might be facing. Then, tailor your coaching and mentoring strategies accordingly. Consider offering them stretch assignments or projects that align with their interests, which can reignite their passion and drive. Additionally, create a supportive environment where they feel empowered to take ownership of their growth. Encourage them to set specific, achievable goals and provide regular feedback to keep them on track. Remember, it's all about fostering a sense of purpose and helping them discover their own motivation.

I would work with these leaders on hearing their big visions, both for the organization and for themselves, to understand where they see both headed. What is lighting them up? Is there overlap and possibility to accelerate the highest possible outcomes? Getting people to set and declare a vision is one of the most critical steps to carry you the distance in these types of situations.

Motivation is always stronger when pursuing a goal you have chosen for yourself rather than trying to reach a goal someone else has set for you. Empower future leaders to set their own goals, even if they must meet established targets. Something as simple as a monthly sales quota can have many different routes to achieve it. One leader may want to restructure the sales team's responsibilities to capitalize on each team member's strengths. Another may want to create new incentive programs. A third may want to experiment with new sales methodologies. Work with the leader to determine a reasonable time frame for the goal. Decide together what will happen if they succeed, and if they fail. Offer support, but let them lead.

By prioritizing alignment and fostering a strong sense of mission, leaders can enhance their motivation and clarity of direction. Emphasize Company Alignment: Stress aligning personal values with the company's mission for purpose-driven leadership. Cultivate Mission Understanding: Highlight the importance of embracing the company's mission for intrinsic motivation and clarity. Foster Emotional Connection: Encourage leaders to emotionally connect with the mission for meaningful impact and direction. Drive Vision Clarity: Emphasize a clear vision to guide leaders towards shared goals and inspire action. Reinforce Alignment: Provide opportunities for leaders to align personal aspirations with company objectives for shared success.