By David Kiger
Leadership in any business begins with the boss. Executives that encourage and empower employees to become leaders can develop a strong team at all levels, and therefore increase the chances to be successful.
As Marshall Goldsmith writes in a story for Harvard Business Review: “Your employees understand their jobs. They know their tasks, roles, and functions within the organization, and it’s time for you to let them do what they need to do to get the job done.”
Here’s a look at how CEOs can encourage and empower their employees to become leaders.
Share the vision
Just as a well-thought-out business plan is essential before a business begins, so is a CEO’s vision of how the business can move forward. Sharing that vision with managers and employees can allow everyone to feel that they are a part of something bigger, something special, a company where they can excel and become leaders. In a story for Entrepreneur, Andre Lavoie writes that the road to empowering begins with a vision statement, giving employees “something to get excited about and to actively work toward.”
“Unlike a mission statement, which mostly serves shareholders by explaining the company’s reason for being, a vision statement is created to motivate employees,” he writes. “It describes where the company is, where it’s going and how it’s going to get from point A to point B. Put the vision statement at the center of everything the company does to inspire and empower employees to work toward a common goal.”
Empowerment isn’t just about giving an employee a new and important task and letting him or her take the lead. Executives and managers will need to understand their employees’ strengths and weaknesses, and help them through hard-to-navigate areas. Glenn Llopis writes about this for Forbes, noting that decision-making is a crucial element, and leaders should know “how to evaluate an employee’s decision-making blind spots.”
“Without the ability to see beyond the obvious, we are susceptible to falling into traps of our own making,” he explains. “This is where a strong leader will begin to determine where an employee is most and least predictable in how they react to a problem. As they guide them rightly to identify the consequences and probability patterns of each decision, problem solving becomes a treasure hunt of unforeseen opportunities.”
Here’s an area that can be tough for some business leaders to accept, especially those that have taken a disproportionate load of the day-to-day operations. Letting go of certain tasks may be necessary to devote more time to other areas, and it can be a key way to help employees develop into leadership roles. Marissa Levin examines this in a story for Inc.com, noting that “Leadership is a team effort.”
“It can be difficult to release control, knowing that others may not do things exactly as you would,” she explains. “However, one person — or even a team of leaders in a growing organization — can’t complete all tasks.”
Delegating allows managers to “stay focused on what you do best, and what you Go to the full article.
Source:: Business 2 Community