-->so, how do you begin to develop the DREAM TEAM?
The challenges with a lot of leadership development programs is they are not always personalized, and instead, employ a one-size fits all design. In some cases, especially large organizations, this style works!
But what about the small but mighty, family-oriented organizations? Sometimes a customized and adaptive approach works best and truly maximizes learning for the individual, especially those employees who have no idea about their true potential, but just need someone to believe in them,
-->so, Where do you start?
1) First and foremost: Everything stems from the top---leadership skills scale down, not up. You can "talk" leadership development all day, but in reality? Actions always speak louder than words:
-->Are YOU investing in and committed to your own development? Do you work with a coach? Are you attending trainings/workshops? Are you networking with other entrepreneurs who value having a DREAM TEAM? Do you have a mentor? Do you have a development plan? Are you putting it into action? Are you aware of your strengths and development areas? In what ways are you building on them?
2) Launch a discovery: it is all about questions and curiosity!
Ask yourself these questions:
-->What is your vision for the company moving forward? Do you want to continue to grow revenue? Increase size of company? Become National or Global? or stay local and committed to the community focus? What type of employees do you have? What characteristics do you value from them? How are they similar or not similar to you? In what ways does this work effectively? In ways does it not work?
Ask your employees:
---> What types of training do they find most helpful? What are their unique and individual learning styles? What do you they want to learn and develop? What are their aspirations and dreams? What inspires them in general? What does a good day at work look like for them?
-->This Discovery is the most important part of the process. By knowing what will be the most effective and gaining clarity on what works and does not work you are moving towards maximizing the success of individuals in their effort of development
3) Map the commonalities and choose the trainings. Once you find out the commonalities between your employees needs/potential, what the short-term and long-term vision of the organization is and then connecting the common pieces and values, --> determine what areas you want to continue to strengthen and what types of individual training, workshops and other development programs including coaching that you want to invest in. There are many to choose from,
Stay tuned for my next post where I will share advantages/disadvantages of different types of development trainings