How to develop leadership skills

How to develop leadership skills

Human resource specialists are responsible for creating activities that promote the development of employee qualities. However, job development opportunities should not be limited to the confines of a training session, master or university degree only. Developing the leadership skills of employees can take place through different settings and activities.

Steps to follow:

1. Identify employees whose tasks and responsibilities require additional training and development. Review your job descriptions for tasks performed at the beginning, intermediate and advanced levels. Assess the level at which employees perform their job duties and record performance using your company’s assessment method.

2. Set reasonable goals and objectives for completing work tasks. Re-evaluate employees at the end of the work period and adjust your performance goals accordingly.

3. Discuss individual career goals with employees. Encourage employees to identify their short-term and long-term goals, as well as the resources necessary to achieve their goals. Establish the obligation to use some method in the identification of objectives, for example the SMART method would be an option.

4. When identifying the resources needed to achieve employee goals, consider all forms of training and development. Training and development activities, such as face-to-face workshops and seminars are the formal teaching methods, however, informal methods, such as mentoring, job shadowing, and experiential learning, are other forms of training that are just as effective.

5. Hold regular meetings with employees about leadership opportunities. For specific leadership opportunities, ask employees to describe work situations where they can demonstrate their leadership skills. For example, when your company hires new workers, experienced employees may volunteer or be assigned to employees as mentors. Combinations like these provide opportunities for experienced workers to lead new hires in vocational training, and can reduce the expense and resources required to conduct new employee training.

6. You can use employees with leadership skills to help resolve interpersonal conflicts among the other employees. In general, employees with leadership skills are highly respected among their peers and can be valuable partners in resolving workplace disputes.

7. Ask employees for their opinion on changes in the organization. Change management is a difficult process, especially for companies in the growth stage. Employee feedback is a valuable tool that involves them in processes that streamline operations. Feedback from workers who understand current processes also motivate employees to find ways to improve productivity and organizational processes.

8. Give high assistance to employees in the production of process manuals. Process manuals codify company practices and serve as a reference tool when a position is vacant and replacement workers are needed. The process manuals or welcome manuals also function as training tools for new employees.

9. Reward employees who contribute to process improvement by giving them additional responsibilities or by charging them with the responsibility of developing and applying their own ideas.

10. Outline the company’s internal promotion policy in all forms of employee communication, including the employee manual. Post job vacancies for promotional opportunities and promote current employee applications.

11. Take seriously employees who demonstrate an interest in promotions and higher-level positions. In cases where an employee does not yet have the necessary skills and qualifications, offer resources to help develop the skills they currently lack. Include employees in the planning steps for acquiring new skills – the property of stimulating the leadership development process usually creates greater enthusiasm and motivation in honing leadership skills.

BusinessFixes Staff

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