Developing future leaders in the existing talent pipeline can only be done by cultivating a favorable work culture.

How do we create leaders like Steve Jobs, Satya Nadella, or Sundar Pichai? They have carved a niche as great leaders in their organizations and the industry at large. When we talk about a successful organization from the internal point of view, we visualize a supportive, innovative, and bright environment.

However, today’s corporations don’t emphasize on developing talent internally. This has resulted in high attrition rates globally. On the other hand, 78% of interviewed employees would continue with their existing organization if they saw a promising future there.

There are five tips that you can instantly start using to develop a steady leadership pipeline and ensure sustainability. They will help transform peer to peer communication and facilitate a mentoring culture.

58% of managers revealed in a survey that they didn’t receive any formal management training. The same number of employees said they would rather trust a stranger than their bosses.

Importance of Leadership Skills

In a management position, handling pressure and making other people work as a team are colloquial norms. As somebody new to the senior position, it would jeopardize the situations in the absence of prior experience. Hence, instilling leadership values and management principles is a vital business process.

The required caliber is nurtured by exposing the person to various decision-making situations in new age scenarios. Having internal resources at key positions gives a strategic edge since they are already aware of the operational and functional aspects. All of these facets are interwoven with the organizational environment at large. To cultivate the right work culture, dive in deeper.

1. Create Customized Content for Development Programs

The method used for employee development cannot be generic. You will require a dynamic approach where individual considerations are made against a candidate’s potential and aspirations. Analysis of the concerned employee’s existing skill set, willingness, and rapport with other team members gives an idea for customizing content.

Once you have them, you can approach the person with various methods and see what works best for them. Measuring the results through reviews, performance reports, and feedback from other stakeholders will keep the process on track. Make sure to alter the content as per the progress, aptitude, and engagement levels. And place more emphasis on practical learning.

 2. Curate an Interactive Environment

Many times, employees get frustrated if their initiatives to make improvements aren’t backed by management. The staff shall be able to proactively discuss the internal processes and working methods to innovate. The foundation of leadership lies in igniting a problem-solving mindset and working to achieve solutions.

Start weekly meetings or stand-up discussions to evaluate the progress of past initiatives along with constructive criticism. A collaboration between old and new employees with positive interactions with dedicated leadership groups within the company is reaping high results. Transferring accountability acts as a great catalyst in shaping strong interdependent teams.

 3. Use Technology to Your Advantage

The millennial and Gen Z workforce is raised in a techno-savvy environment. They know how to learn new things on digital platforms. Take this opportunity to use advances like AR/VR, MOOC, and simulatory modeling of real-life business scenarios.

By using such methods, the newer generation will find learning more familiar. And training costs will reduce. Multimedia tools will allow your staff members to learn new skills without bothering them with performance pressure, and provide scalable learning opportunities. Digital platforms render extensive information for all domains conveniently and affordably.

 4. Foster Mentorship as an Integral Business Process

When we recall our bosses, there are two major categories in which they can be grouped: The self-flattery corporate boss and the sempiternal guru. The latter boss transforms their colleagues into able observers and active contributors.

You can include mentoring activities in your work culture by assigning mentors for senior positions and buddy projects for junior level executives. Cross-departmental training sessions will boost the confidence of employees.

Related:  Leadership: A Thriving or Surviving State of Mind?

It also builds a strong sense of association among the employees which becomes beneficial in leadership positions. Having these initiatives as a part of KPIs of your payroll software will ensure dedicated efforts in your organization.

 5. Welcome New Approaches and Measure Results

Progressive policies are at the heart of every innovative company. Agile management principles will have a trial and error approach, which requires a closed-loop feedback system. Start educating your staff with the help of external consultants and certification courses in their domains.

These could be newer technologies for daily work routines such as using Big Data Analytics tools, IoT systems in factory premises, and management automation technologies. Just like machine tools and computers, the staff skills need to be updated from time to time for long term sustainability. They will facilitate innovation in the existing working methods and suggest better ways to operate. The staff shall feel comfortable discussing changes without any fear of bias or prejudice.

Work Culture: A Window to the Future

The core leadership group shapes the work culture with their personal values and principles in all companies. It propagates in the employee cadre over a while. The attitude of senior executives plays a vital role in shaping employees’ morale and outlook on career advancements. Provide new opportunities and internal job placements, incentivizing better performance both on the personal level and as a team.

The soft skills are abandoned by the corporate circle, along with realistic L&D activities. Both of them are posing serious deficiencies of seasoned leadership at middle-level management and at non-executive posts.

A worker employed in your company for a decade may not be facing any troubles. But a newbie can find things very difficult. So if your work culture doesn’t include regular training sessions, the future will turn cloudy without you noticing it.

Related Article: Why a Great Company Culture Can’t Save You From Leadership Issues

Nurturing Capable Leaders

Your company will enjoy a stable leadership pipeline through decentralized yet accountable leadership groups. In the case of a sudden exit by a senior, their successor would be already groomed to look after the work. The ability to manage other people within the organization, along with third parties including clients, vendors, and government authorities, is instilled by sharing office responsibilities.

It also acts as a retention strategy for existing managers by driving ownership beyond job titles. Such cultures also develop credible mentors with years of training experience, which ultimately leads to organic leadership development. These organizations also command better employer brands and ultimately secure better talent.

Leveraging empathy to make decisions is one of the greatest traits curated by these measures.

Wrapping Up

The ability to take charge of high voltage situations is exhibited by top executives throughout their service tenure. Any vacuum in the presence of an able leadership is a peril that will resonate with market-based problems. So an open environment with managers who discuss innovations and inspire confidence in team results in a positive work culture.

The fresh blood will enthusiastically shoulder responsibilities and demonstrate credibility towards progressive initiatives.

These 5 methods also encourage radical changes by stimulating a sense of purpose and embrace a lively quest to work for a vision shared by employees and their organizations. 

How Can You Develop Leaders Through Work Culture?

If you have ideas you feel like sharing that might be helpful to readers, share them in the comments section below. Thanks!

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Divyang Metaliya
Divyang Metaliya is a Business Consultant at FactoHR, an India based HR and Payroll Software solution provider. He is a creative business strategist with more than 8 years of experience.
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