Developing top-notch employees is not a responsibility that should fall to individuals. It is the responsibility of the company to nurture and develop the skills already present in employees and help turn them into effective leaders. A manager is someone who monitors, reprimands, and tells others what to do. A leader is someone that is not only confident about decisions, but also is willing to roll up his or her sleeves and work alongside employees toward a common goal of making the company better than ever. Here are five ways to turn great managers into great leaders.
#1 EXPECT YOUR MANAGERS TO NETWORK WITH OTHER EXECUTIVES AND EMPLOYEES.
When someone in your company makes the transition from cubicle to office, there is often a natural tendency for new managers to disconnect from other employees. Managers separate themselves from the pack and often are content to work alone. But leaders understand that no matter where they are positioned in an office and how approachable they may be, they are still responsible for being a leader and making tough decisions. Leaders are equally comfortable speaking to a room full of C-level executives as they are speaking to an intern.
#2 EXPECT YOUR MANAGERS TO ACT AS MENTORS.
Managers are concerned with completing a task; however, leaders understand the best way to complete any task is by developing leadership skills in others. If there are employees in your organization with great potential who aren’t sure how to transition from the role of following to leading, ask current managers to mentor those individuals. Mentoring will not only develop skills in those being mentored, it will strengthen empathy and leadership skills in your management team.
#3 ALWAYS CREATE OPPORTUNITIES FOR GROWTH.
Often, managers become complacent when they believe they’ve reached the glass ceiling within an organization. It is important to make managers aware there is always room for advancement, whether it means creating a new role or increasing job responsibilities along with their paycheck. When managers realize they will always be rewarded for their efforts, they are more inclined to grow as a leader instead of stagnating as a manager.
#4 OFFER CONTINUAL, SCHEDULED FEEDBACK.
Instead of telling your manager he or she is doing a great job when it comes to mind, create regular appointments to discuss progress and any areas that need growth. As their leader, it is also important to open yourself for feedback from them. This kind of open communication breeds security among management teams and opens the floor for you to candidly discuss skills you want in future leaders. You cannot take someone from a great manager to a great leader if you are unwilling to invest your time in leading them.
#5 ALWAYS LEAD BY EXAMPLE.
Successful leaders strive to be transparent. Transparency helps you duplicate your leadership skills in managers and employees. You cannot expect managers to become great leaders if you are unwilling to set the example of a great leader for them. If you earn the respect of managers and employees, they will naturally nurture within themselves the qualities they admire in you.
When you begin the process of helping managers develop leadership skills, you will likely notice higher levels of job satisfaction and employee engagement in your business. The best way to ensure your company’s continued success for many years to come is by investing into the future of your company and working closely to develop your management team.