I have found my self asking myself how can I utilize our resources wisely in my organization. There are a lot of moving points when managing people. Managers are to constantly recruit to replenish supplies, ensure high quality service and manage attrition that occurs within their organizations. Within my own, I have been looking into ways to retain key players and create a pipeline of leadership within.
My first strategy has been to focus on equipping my core Team Leaders with the education and knowledge they need to lead successful teams with longevity. My second approach it to empower them to delegate responsibilities for maximum effectiveness. While they can be in only one place at a time, by identifying leaders within their team, they can begin mentoring and guiding them and slowly increase responsibilities of high performing team members. Identifying indirect leaders creates a pipeline of leadership within teams. By providing incremental increase in responsibilities, we can test their leadership abilities and guide and develop them toward future roles.
I view my leadership role as identifying those opportunities from and organizational standpoint and cultivate a culture of learning. Our organization has an overall L&D (Learning and Development) department. One thing I have found effective is extending they work they are doing by instilling a culture of L&D within my core team. I have discovered a passion for teaching and developing people to become more effective.
I thought about what a new manager would need to be effective leading a group of people and inspiring their teams to focus on the mission. During my Operations meetings, I hold a 30-minute professional development session where we discuss topics within business and management. I try to get a feel for the issues that are overwhelming the majority of our team leaders. I research articles have the team read them and based on my knowledge and experience provide possible to answers to issues they are facing. However, I aim to inspire highly collaborative environment. I encourage them to read the articles I send, and bring ideas that they want to brainstorm during our sessions. When a group of us are together brainstorming solutions, it really helps us objectively see all viewpoints, consolidate them, and identify the best possible solution to move forward in our plan of action.
Organizing your team is not simply about moving people around like chess pieces. It is identifying with them personally, empathizing and determining how the team member can be most effective. It is about providing training, opening access to it, even if that means developing your own training. This is how you create an empowered workforce.
