Cori Hill is the Director of High-Potential Leadership Development at PDI Ninth House and co-author of Developing Leaders and Organizations Through Action Learning. She offers these 5 suggestions for senior leaders who want to create a culture of talent development:
1. Act as a role model
Be transparent about your own need to learn and develop and share how you’re able to do it. Embrace vulnerability: leaders are never more powerful than when they are shown to be learning
2. Reinforce the value of learning
Go beyond the baseline conversation about goals. Ask about what they want to accomplish and what they feel their gaps are. When someone completes an assignment, celebrate both the outcome and the learning, especially if the assignment wasn’t completed as smoothly as everyone would have liked.
3. Build sustainable processes to support development
Managers should be expected to coach and develop their people. At a minimum, everyone knows what areas they need to improve, and for those with particularly high potential, career tracks are developed that give them a sense of where they can go inside the organization.
4. Reinforce shared values
Employees should be able to link their everyday tasks and responsibilities to the values in the organization. People need to understand why what they do is important.
5. Leverage problems as opportunities for real world learning and development
What is an acceptable failure needs to be clarified and that way, by incorporating stretch assignments, employees can seek out challenges where they can develop without feeling like mistakes will set them back in their career or jeopardize their job. Learning organizations see problems as opportunities.
This informative article was written by Drew Hansen.
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