Not only does it make optimum use of the broad range of talent that’s available to you but it’s also a great back-up for the unexpected.
- How many times have you had to pick up the pieces when someone’s sprung their resignation on you?
- How many hours have been lost on your own projects because you’ve had to deal with the resignation ricochet?
- How much of a financial impact has this had on your team’s performance?
The effects of an unexpected resignation can ripple through every business function. That’s why it’s important to prepare for such a scenario and make developing your talent a regular habit.
Organisations that support development, offer training and are open to creativity are much more likely to retain their best people and attract the more dynamic applicants.
So if you’re ready to invest in your talent, here are few thoughts to set you on your way.
- Make sure you’re consistently developing the talent that’s available to you. Identify those who you think have the most development potential. Think about their suitability to the role you’re preparing them for. Does their skillset and personality fit the role? It’s always a good idea to talk to other colleagues to find out their thoughts, too.
- Growing ‘diverse’ talent is something to consider as well. Just because particular people have occupied a role in the past and worked, looked or sounded a certain ways, it doesn’t mean that they’re the only types to be given an opportunity. Be brave… step outside of your comfort zone… try something different and look at developing someone who isn’t the obvious candidate (as long as the end result is achieved.)
- Make sure that all of your interactions are built on leadership development. Focus on building and maintaining good working relationships, encourage trust, be empathic and supporting, boost morale, give constructive feedback and communicate openly.
- Build a development culture. Working within an environment where development is offered, rewarded and part of everyday business is most conducive to morale. If people know they have the potential to grow, they’ll be more inclined to work harder, be results-driven and enhance team performance.
- Don’t feel threatened if you’re training up a successor, because:
- you’re demonstrating your skills by training someone to your own high standards and therefore forging your own pathway to promotion.
- you’re adding more strings to your bow by enabling someone else to grow.
- you’re contributing to the financial growth of the organisation because you’re potentially reducing recruitment costs and increasing productivity.
- Make sure that you have a development plan in place which allows for regular communication, feedback sessions, reflection, future training and coaching. This will help any problems to be identified and dealt with before they escalate. It may also help to evaluate future opportunities within the role, the department and the business.
Here at Castlegate, we excel in talent development and so if you’re looking for some support in this area, just get in touch.