Veja como você pode nutrir e orientar futuros líderes em sua organização.

To nurture and guide future leaders in your organization, focus on recognizing potential. Encourage mentorship, provide growth opportunities, and foster an environment of continuous learning. Invest in leadership training programs to empower employees, allowing them to develop and refine their skills, ultimately strengthening your organization’s leadership pipeline.

Finding prospective talent early on and giving them chances to grow and develop are essential to nurturing and directing future leaders in your company. Establish mentorship programs wherein seasoned leaders provide advice and share their knowledge. Facilitate ongoing education by offering workshops, seminars, and leadership development initiatives. Assign difficult tasks that force aspiring leaders to step outside of their comfort zones and aid in the development of their critical thinking and decision-making abilities. Encourage a feedback-friendly culture so that aspiring leaders can grow from their failures and achievements. Acknowledge and honor leadership initiatives that inspire and retain great people.

Muitas vezes nos decepcionamos com alguns talentos porque nós criamos expectativas que não são totalmente atendidas e o erro é exclusivamente nosso. Para identificar um talento você deve acima de tudo entender se essa pessoa está disposta a fazer tudo o que é necessário para a função porque de nada adianta a pessoa ser capaz, inteligente, bem formada se não tiver a humildade de passar por todo o processo de resiliência necessário para se tornar um bom profissional. Após entender se a pessoa está pronta emocionalmente para o desafio, se é isso que ela quer da vida, você precisa entender se o talento também está pronto para seguir regras e seguir sugestões e ensinamentos. Aí sim vem toda a avaliação técnica para a função.

Nurturing and guiding future leaders is vital for an organization's growth and success. They are the backbone, fostering innovation, building a cohesive team, and maintaining competitiveness. Their development attracts new ideas and contributes to effective teamwork, ensuring long-term success. • Seek individuals with excelling skills, willingness to learn, and self-awareness. • Offer guidance and support. • Provide training and coaching. • Encourage reflection on strengths, weaknesses, and improvement areas. • Give future leaders opportunities to make decisions and take ownership of projects. • Present innovative problem-solving and creative thinking challenges. • Offer online courses, workshops, seminars.

Recognize and acknowledge potential of all types, such as with transferrable skills. Just because someone has never led a team before does not mean they aren't leadership material. Look at their communication, problem-solving, creative, and critical thinking skills, for starters. Also consider internships or other mentorship programs to help build the skills of younger or newer-to-the-industry talent.

Muitos erros que os líderes cometem é de julgar algum profissional bom se ele não entrega resultado. Profissional bom entrega resultado então antes de formar a sua opinião sobre bom e ruim trace o caminho através de resultados que precisam ser entregues, monitore esse caminho ao longo do tempo (diariamente, semanalmente) porque no fim das contas o responsável pelo resultado ser entregue ou para corrigir a rota é o líder e só depois de todo o processo faça o seu julgamento sobre você ter ou não um talento na sua equipe.

Fixer des objectifs clairs et motivants pour les leaders potentiels est essentiel pour les aider à monter en compétences. Voici mes recommandations... 1. Évaluez les compétences actuelles des employés grâce à des tests psychométriques et scientifiques. 2. Impliquez les employés et futurs leaders dans la définition de leurs objectifs pour garantir leur engagement et leur motivation. 3. Fixez des objectifs à court terme pour des gains rapides et des progrès visibles. 4. Confiez des responsabilités décisionnelles pour permettre à vos employés de pratiquer et d’affiner leurs compétences en leadership. 5. Revoyez et ajustez les objectifs régulièrement en fonction des priorités de votre entreprise et des progrès de l’employé.

O maior treinamento de liderança que recebi na vida foi o exemplo então hoje eu tento ser o exemplo para meus liderados. Treinar as pessoas é responsabilidade exclusiva do líder, não delegue isso, prepare as suas conversas "olho no olho" periódicas (com os líderes novatos eu faço isso diariamente até não ser mais necessário), acompanhe as pessoas no campo, ensine, questione, cobre.

When possible, provide training in multiple formats, so individuals with different learning styles all have the opportunity to benefit. While it may be daunting to have future leaders take the reins on an important project, giving them hands-on experience is vital not only to their development, but also to your analysis of their skills and areas of improvement. Seeing them in action gives everyone the chance the identify strengths and growth areas.

Proposer des formations adaptées à de futurs leaders est essentiel pour leur permettre de développer les compétences nécessaires à l'exercice du leadership. Voici mes recommandations de formations... 1. Leadership stratégique et gestion des projet : proposez-leur des cours sur la gestion de projet (PMP, Agile, Scrum), la prise de décision à long terme et la gestion du changement. 2. Formez-les sur la compréhension et la gestion des émotions, ainsi que sur l'empathie et la communication interpersonnelle, notamment pour maintenir une performance élevée en période de tension & de stress. 3. Invitez-les à suivre des cours ou des ateliers pratiques sur l'art de la communication persuasive, la prise de parole en public et la négociation.

Nos encontramos en ciertas ocasiones, en donde, no necesariamente en una pequeña empresa, sino en empresas de gran tamaño, quienes no invierten en ningún tipo de capacitación en liderazgo. En mi experiencia, la mentoría y la pasión por transmitir el conocimiento fueron elementos claves para desarrollar futuros líderes. Las personas con mayor deseo y aceptación a la mentoría, se han transformado en excelentes líderes, habiendo aprendido por el ejemplo.

A sinceridade é o primeiro passo do feedback, e se você não está disposto a ser sincero com seus subordinados você não será um bom líder. E além disso para que você seja sincero com a sua equipe você precisa ter argumentos e para você ter argumentos você precisa conhecer a fundo o trabalho de cada um além de construir relacionamentos ao longo da caminhada que te permita falar abertamente o que está bom e o que está ruim. Ao fim do feedback pergunte aos liderados sobre as coisas ruins que eles veem em você e os seus liderados vão sempre falar coisas boas e raramente coisas ruins e isso não ajuda o líder então eu sempre peço para que falem o que eu não sou bom e só termino a sessão de feedback quando eles apontam os meus defeitos.

Implement regular 360-degree feedback sessions to provide holistic insights on leadership capabilities. Encourage open communication channels where constructive criticism is welcomed and used for continuous improvement.

Delegate meaningful responsibilities to emerging leaders, allowing them to take ownership of projects and make decisions. Provide autonomy balanced with support and guidance to foster confidence and accountability.

The only way you can teach someone to drive is to hand over the steering wheel. And trust that they won't wreck the car. And if they should - have the kindness and patience to say it's ok - we will try again. The same logic goes for leadership. Empower them - let them make the decisions and call the shots and give them the confidence and if things go south - you will be there for them

As leaders, one of our most important responsibilities is to empower the next generation. In the words of Sheryl Sandberg, "Leadership is about making others better as a result of your presence and making sure that impact lasts in your absence." To nurture future leaders, we must empower them with autonomy to make decisions and lead. But it goes beyond delegation. It's about creating a supportive environment that allows them to take risks and grow. It's our job to provide guidance and mentorship while stepping back and letting them spread their wings. By uplifting our emerging leaders, we not only set them up for success, but ensure the long-term resilience of our organizations. Be the kind of leaders who leave a legacy of empowerment.

To nurture and guide future leaders in your organization, empower them by providing autonomy and decision-making authority in their roles. Delegate meaningful tasks and projects that align with their strengths and interests, allowing them to take ownership and demonstrate leadership potential. Encourage them to voice their ideas, opinions, and solutions and support them in implementing innovative approaches. Provide access to resources, training and mentorship opportunities to further develop their skills and confidence. By empowering emerging leaders to make meaningful contributions and take on increasing responsibilities, you foster a culture of growth and succession within your organization.

Delegating tasks regularly and with increasing responsibility can be hugely helpful. Be available but give lots of room for autonomy. Also, words of encouragement 1:1 and in group settings are incredibly powerful and encouraging.

One of the things that can help cultivate a culture that values leadership development is to make sure your talent has a proper career development plan. I often feel like this is considered as checkmark that we need to do occasionally due to corporate mandate. Where I see true leadership development coming to life is when leaders truly cares about the quality of plans, understands concrete executional steps and where he/she can help talent execute on that journey. Its an extra investment, but surely helps to retain and motivate your people to be the best version of themselves.

Foster a culture of innovation and inclusivity where diverse perspectives are valued. Encourage collaboration and knowledge sharing through cross-functional teams and regular town hall meetings to build a cohesive leadership community.

Future leaders are the backbone of any organization's success. Here's how you can nurture and guide them: - Identify Potential: Look for individuals with initiative, strong work ethic, and the ability to inspire others. - Provide Challenges: Assign them projects that stretch their skills and promote growth. - Offer Mentorship: Pair them with experienced leaders for guidance and support. - Encourage Learning: Sponsor training programs or conferences to broaden their knowledge. - Empower & Delegate: Give them ownership of tasks and trust them to make decisions.

Here are some better ways you can nurture and guide future leaders in your organization: 1. Identify high-potential employees. Look for individuals who demonstrate leadership qualities, such as strong communication, problem-solving skills, and the ability to motivate others. 2. Provide opportunities for development. Offer leadership training programs, mentorship opportunities, and challenging assignments that will help future leaders develop their skills and knowledge. 3. Give them wider business exposure. Rotate future leaders through different departments or projects to give them a well-rounded understanding of the organization. 4. Empower them to take ownership. 5. Provide ongoing feedback and coaching.

Afin de former et de guider nos futurs leaders, des approches plus originales sont également accessibles. Pour notre part, ce qui a le mieux fonctionné avec nos clients et stagiaires en leadership (secteur de la Santé)... 1. Organiser des visites dans des entreprises reconnues pour leur culture de l'innovation et leur leadership afin de permettre aux futurs leaders de s'inspirer de pratiques exemplaires. 2. Encourager les futurs leaders à s'engager dans des projets sociaux ou communautaires pour développer des compétences en leadership dans des contextes différents. 3. Suggérer aux futurs leaders de tenir un journal de réflexion sur leurs expériences, leurs succès et leurs défis en matière de leadership, puis de les partager.