Developing Your Management Team
It is important to understand how growing your organization relates to growing your team. Whether you are physically expanding your employee base or increasing your market reach, creating a successful strategy for your management team includes a willingness to invest in their growth.
Three Key Areas for Development
Communication: Among the most complex challenges facing today’s management is mastering the art of communication that is effective across generations and cultures. Leadership teams of all business size often risk some form of disconnect in communication. If many of your senior management began their career under a top – down model of communication, the shift to a circular flow of communication with feedback may require adapting to and utilizing fresh approaches. Organizations willing to invest in improved communication strategies frequently see a return on their investment in both productivity and profit.
Motivation and Leadership: Motivation and leadership is not simply how to get more work out of your employees, but a desire to create greater efficiency and profits. Relationship building, for example, is one of the many key elements of leadership. Building relationships is essential to creating a healthy work environment that encourages both individual contributions and goal-oriented team dynamics. Whether your managers are honing their existing skills or expanding their expertise to include new tools, continual leadership training ensures that managers are evaluating their performance and measuring its effectiveness. Organizations which place a high degree of emphasis on motivational and leadership training will likely see an increase in higher level talent attraction, less turnover, and fewer missed work days; all of which add up to a positive bottom line.
Coaching and Mentoring: Anyone with a career spanning more than a decade has witnessed the undeniable impact of changes in talent development, information management, and technology. Industry knowledge and expertise are at the pinnacle of a well-developed career, but organizations today may find themselves hiring from outside their industry and acquiring younger talent. As with any well designed succession plan, the concept of coaching and mentoring should be integral to your organization. Ensuring that valuable knowledge is not lost upon retirement or attrition, coaching and mentoring programs often provide formal and informal opportunities for reciprocity among younger talent that can enhance and re-engage senior leadership in new ways.
Developing your management team is one of the best ways to protect your investment if you are preparing for the future or anticipate challenges and changes. Reach out to one of our experts to see how we can help your managers prepare for success tomorrow in today’s marketplace.
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