You may already have the right people to enable your company to "win"--however you define the word.
A couple of years ago I was involved in designing a leadership program to develop the top talent in a global company. We created a model that used the senior management team as coaches for the structured learning activities. First we coached the coaches on how to coach; then we turned them loose. It's been the most effective learning we've experienced in nearly 30 years of leadership development and design.
What's happening that works?
- The top leadership learns a lot about their own abilities.
- They learn about their people while developing closer relationships with them.
- The high potential participants receive coaching and company insight from the leaders who know it best.
- The participants also "step up" their game. How often do you see the top leadership in a company totally dedicate two full days to the talent beneath them?
You Can Do It, Too
Managers are the natural lighting rods for developing talent. Coaching isn't another job--it is their job.
Companies are always looking for ways to develop people economically but effectively. Every research study on the planet shows that employees are most influenced--pro or con--by their immediate boss. That's exactly why managers at every level have the ability to make the most difference when it comes to grooming people for the future.
The mission: Give them the capability.
Three things managers can start now:
Appreciate: Focus on identifying the very best in others.
Encounter: Seek the truth, wherever that path will lead.
Improve: Insist upon personal responsibility for performance growth.
When managers coach, we get "two personal bests" for the price of one.