How to Best Support the Next Generation of Leaders

The post How to Best Support the Next Generation of Leaders appeared first on The Founding Moms.

The next generation of leaders is full of promise. Entering the corporate world with new perspectives and a refreshing take on the workplace, these individuals can inspire and bring an organization’s vision to life. Your role as a current leader is to foster talent you know will make the most significant impact. Here are eight strategies for supporting and empowering tomorrow’s leaders.

1. Provide Mentorship Opportunities

Mentorship is an excellent way to offer one-to-one support and coaching to the next generation of leaders. It allows entrepreneurs to ask questions and engage with more experienced professionals in a personalized setting. Mentors will hone in on a person’s strengths and areas for growth, identifying those with the greatest leadership potential.

They also deliver a built-in network of like-minded professionals and new opportunities, giving younger workers a much-needed confidence boost and sense of belonging. When those with leadership potential share their ideas with you, you can help them put their ideas into motion by brainstorming and refining their innovations.

2. Talk About Your Journey

Promising leaders often need perspective regarding their journeys to the top. They have false ideas about where they should be at a given point in their career and might wonder how others gained success so effortlessly. Of course, there is no such thing as an effortless climb up the career ladder.

Sharing your story from a blossoming solopreneur to a well-respected leader sheds light on the challenges and triumphs you endured. For instance, you might be the first to graduate college or you achieved success as a hard-working single mom. Your viewpoint can inspire and motivate others, helping them put their best foot forward.

3. Foster Community

Passing the baton to the next generation should include bridging connections and nurturing a sense of community. Introduce potential leaders to those who can offer them invaluable advice, support, motivation and a path forward.

Other ways to foster community include workshops, training, and online forums where entrepreneurs and future leaders can meet and collaborate. Any opportunity for teamwork is beneficial and inspires everyone to tap into their innate strengths. A community-oriented approach to leadership development should challenge new employees to step outside their comfort zone, encouraging them to learn and grow their leadership skills and qualities.

4. Reimburse Training and Education

Many employers have done away with paid training programs yet still want staff to continue their education. This has made it difficult for many to access the necessary certifications and higher degrees to advance in their careers. Investing in these progression paths incentivizes your employees with leadership potential to pursue professional development.

These types of opportunities also help with hiring top talent and retention. You might agree to pay for workshops or ongoing learning at a local college or university. It is even an option to implement a tuition reimbursement program to help offset schooling costs.

5. Share Insights

In addition to sharing your leadership story, providing industry insights and expertise based on your professional experience gives future leaders something to think about. What does the trajectory look like for whatever field you are in? Reflecting on the changes you have witnessed during your career and the trends you expect to see helps newer team members navigate impending shifts.

Virtual panel discussions are an excellent way to reach individuals from all over the world. These events may last one to two hours, with shares from one or more seasoned panelists. Having several women leaders deliver their perspectives will foster inquiry and discourse about tomorrow’s most pressing industry issues and inventions.

6. Deliver Constructive Feedback

Any feedback you provide future leaders should be straightforward, honest and encouraging. You would not want to deter someone from pursuing their leadership goals altogether. Mention clear examples of what they do correctly and must work on in your approach, such as the following statements:

• You are engaging and empowering during meetings, but your instructions could be more precise.
• You are adept at recognizing employees’ strengths but should work on conflict resolution.
• You are an effective communicator but should work on delivering more detailed feedback to team members. 
• You have an excellent grasp of empathy but could show employees greater professional and personal support for improved well-being.

Consistently deliver actionable items with each piece of feedback to give people direction for growth. Explaining how each item will benefit the organization provides clarity and incentive for change.

7. Promote Leadership Diversity

In recent years, businesses have had to overhaul their diversity, equality and inclusion (DEI) policies. Of course, this is a positive thing —  56% of American workers support DEI, especially women.

When considering the next generation, do your DEI programs and procedures make leadership accessible for all? If not, developing equitable, respectful and transparent programs — regardless of race, gender, age or experience — will diversify the potential at your organization.

Diverse leadership encourages trust within a company. It often comes with broader knowledge and perspectives, higher hiring and retention rates, and an improved business reputation.

8. Celebrate Defeat

It might sound counterintuitive to celebrate mistakes and failures, but doing so shifts one’s mindset from defeat to growth. It is human nature to make mistakes, so current leaders should regularly remind the next generation it is the only way to move ahead.

Avoiding conflicts, ineffectively communicating and planning, and not leading by example are all common mistakes people new to management positions make. You can help promising staff members acknowledge these mistakes as learning opportunities instead. 

Demonstrate the type of leadership they should take on, including the values, vision and behaviors they must adopt. Of course, remember to publicly acknowledge milestones, as those celebratory moments will motivate them to the top.

Today’s Leaders Plant the Seeds for Tomorrow’s Visionaries

Current leaders have the complex and rewarding task of nurturing their new employees. As high-potential workers enter the spotlight, they require guidance in leadership responsibility. The sooner you start fostering these talents, the better chance for future corporate health. Learn more about connecting with and inspiring the next generation of leaders by becoming a member of The Founding Moms.

 

Eleanor Hecks is the founder and managing editor of Designerly Magazine. She’s also a web design consultant with a focus on customer experience and user interface. She lives in Philadelphia with her husband and dogs, Bear and Lucy. Connect with her about marketing, design and/or tea on LinkedIn!

 

The post How to Best Support the Next Generation of Leaders appeared first on The Founding Moms.