What do you do if you want to cultivate and guide future leaders in your organization?

Leadership is about having the courage to step forward and take responsibility and lifting others around you. Notice those who raise their hands to take on a challenge nobody wants to take. Those who are first to volunteer to take on new difficult projects. And those who are always willing to help and support those around them.

Look for people who are: - Learners - Respected by their teammates - Willing to have hard conversations and engage thoughtfully in a conflict - Generous with their words - Able to communicate their ideas - Winsome with those who do not share their same opinions and perspectives - Curious about possibilities and open to new ideas - Committed - Prepared for meetings and other events

il y a les soft skills qu’il faut évaluer au delà de l’engagement et de l’expérience comme la capacité de résolution des problèmes, la communication, savoir travailler en équipe, la prise des décisions, la pensée stratégique…

Identifying potential leaders within your organisation isn't just about spotting those who speak loudest. From my experience, true leaders demonstrate a unique blend of empathy, decisiveness, and the ability to inspire others. Look for tea members who naturally mentor their colleagues and whose teams rally around during challenging times. Those that put the team first before themselves. It's also crucial to notice those who are proactive about seeking feedback and personal growth opportunities - these are often your future leaders. Investing in their development early pays dividends in cultivating a robust leadership pipeline.

Identifying talent is always an important challenge. You are taking a risk on a person to deliver future success for your organisation. Keys qualities among many others have been, to identify a person who is always eager to learn and grow, one who is willing to share and who genuinely cares for the team and the teams success. Above all has a strong ethical fabric.

As leaders, it is our responsibility to nurture and develop the next generation. If we see members of our team who are promising young talent who show interest in furthering their careers, we have several paths we can take: - We can provide career development opportunities. - We can offer to mentor or sponsor them. - We can encourage them to take on new projects that show other leaders in the organization their skills.

Providing growth opportunities is essential for nurturing future leaders. In my experience, the best approach involves creating varied challenges that push individuals beyond their comfort zones. We implement cross-functional projects that require collaborative problem-solving and exposure to different aspects of the business. This not only broadens their skill set but also enhances their strategic thinking capabilities. Regular feedback and the chance to lead initiatives, even in small capacities, help embed leadership qualities early on, preparing them for larger roles. 1:1s are key throughout the entire relationship.

Identifying a leader is the beginning of your journey. Invest in them by providing opportunities through challenging projects with a cross functional team. This will allow them to gain exposure with team mates from various other functions. Spend time to listen to them and guide them where they need, and don’t share feedback until you have stretched their thought process. Help when they have concluded that they want help and come to you for it.

To nurture tomorrow's leaders within your organization, prioritize opportunities for growth. Implement mentorship programs pairing emerging talents with seasoned leaders. Encourage participation in workshops, seminars, and leadership training sessions. Foster a culture of continuous learning and innovation, where employees feel empowered to take on new challenges. Provide avenues for skill development and advancement, aligning with individual career aspirations. Recognize and reward leadership qualities, fostering a sense of purpose and belonging. By investing in the development of your team, you not only cultivate future leaders but also foster a dynamic and resilient organizational culture poised for success.

Growth comes from experience and if we can connect aspiring leaders to current leaders both benefit. The senior/seasoned leader realises how much they have developed and can be refreshed by a curious colleague. Those seeking development can access some real insights to consider how to apply in their own leadership practice

Empowerment goes hand in hand with autonomy and shared authority. When you empower your future leaders, they would like your trust that they are capable to manage the task. Delegation with clear goals and monitoring progress without over powering your opinion will be very encouraging and will given them an assurance that you got their back. Your goal is to enable their success and being accountable for their failures.

Want to hatch leadership talent? Start putting your ego aside and ditching the micromanager in you. You can become a "black belt" in delegating, picking projects that stretch your team, and approaching those as growth opportunities rather than just busy work. Equip your team with the necessary tools: clear SMART goals (Specific, Measurable, Achievable, Relevant, and Time-bound). This will provide them with a clear path to follow, allowing them the freedom and power to choose the best approach to achieve these goals. They might stumble now and then, but who doesn't? That's how leaders learn to face challenges in every moment.

My take in addition to the numerous valuable comments by other contributors: empowerment is also about positive reinforcement, praise, being available (if needed by the young and upcoming talent) and having their back (acting as secure base for them to thrive by making sure you own potential errors - because errors or failures will happen).

“We hire smart people so they can tell us what to do.” - Steve Jobs The way to build strong leaders, is to trust their skills and delegate more tasks. As a result they might surprise you with their different perspectives & mindset to the way they approach the task. However, you will need to pay attention to fact that delegation without empowering the team with the right resources & tools might lead to demotivation. So when delegating a task, make sure you are explaining the task, providing the needed support and make them feel that you have their back in case of failures.

To foster future leaders, organizations must prioritize empowerment and delegation. Empowerment entails providing resources, support, and autonomy to individuals, and nurturing their confidence and capabilities. Delegation involves entrusting responsibilities, encouraging decision-making, and offering growth opportunities. By empowering and delegating, organizations cultivate a culture of leadership development, where individuals innovate, and assume ownership. This approach not only accelerates personal and professional growth but also fosters a pipeline of capable leaders poised to navigate challenges and drive success. In essence, by empowering and delegating, organizations invest in their future by nurturing the leaders of tomorrow.

In nurturing future leaders, recognition and reward serve as potent tools. Acknowledging potential and fostering growth ignite motivation. Consistent acknowledgment of achievements and contributions instills confidence and encourages initiative. Rewards, be they tangible or intangible, reinforce desired behaviors and cultivate a culture of excellence. Effective leadership development requires a keen eye for talent, coupled with meaningful incentives. By recognizing and rewarding aspiring leaders, organizations not only inspire individual growth but also cultivate a dynamic environment primed for leadership succession. In investing in their future leaders, organizations secure their own enduring success.

Recognition could be timely, and also a pat on the back as encouragement towards successful steps towards the final goal. Remember everyone needs validation from time to time to keep going, lack of timely recognition can be extremely debilitating. Financial rewards can have different milestones but there needs to be a value at the end for them to be boost their morale.

O reconhecimento é fundamental para ajudar no processo de autoconfiança desses potenciais líderes, para que percebam o caminho trilhado, seus erros e acertos. Descobrir como recompensá-los também é importante, uma vez que nem só de reconhecimento monetário se vive. Todo ser humano gosta de se sentir valorizado e visto, dessa forma, buscar maneiras de reconhecer sua evolução, torna a jornada mais prazerosa e significativa.

Well, leadership is a process, if you want to develop leaders; you should keep them into working process. They will mistakes, they will learn by mistakes. They will take decisions, will think critically. Response promptly, will perform multitask simultaneously. Thus, leaders will lead the organization.

Consider implementing a mentorship program where potential leaders are paired with experienced mentors who can provide guidance, support, and insights into the nuances of leadership. Encourage a culture of continuous learning and development where employees are empowered to seek out learning opportunities and take ownership of their growth journey. Additionally, foster a collaborative environment where feedback is actively sought and valued, allowing potential leaders to learn from both successes and failures. Remember, leadership development is an ongoing process that requires dedication, investment, and adaptability to nurture the leaders of tomorrow.

Pay for therapy instead of leadership development. The most effective leaders are self-aware, able to self-manage and understand that change is not a Gantt chart—it's a deeply personal process of confronting core beliefs and learning to hold ideas about others far more loosely.