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Providing Learning Opportunities
As you look into the future of your business, who are the potential leaders? If this has not been part of your strategic planning, then the time to address this critical issue is now. It is not possible for business owners to do everything that is takes to run the business. Identifying what you can delegate is a great place to start. What are those responsibilities that are time consuming for you, only because no one else is trained to take them over. Do you get involved in administrative activities that could be handled by others? Are you involved in each and every meeting that takes place in your company?
The first step is to identify the potential leaders in your organization, and here is a great way to start:
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Conduct a strengths inventory. Nothing complicated. What are the tasks and activities that your people seem to migrate to, naturally? Do you have who consistently take initiative, putting your ideas into action plans before you give a directive? Has someone on your team conveyed their interest in learning something new and taking on more responsibilities? Watch your people in team meetings and see who starts to emerge as a leader.
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Give people the opportunity to develop new talents. Cross train your people, giving them the opportunity to learn other aspects of the business. Better yet, identify "trainers" in the organization and delegate! You have subject matter experts that can help by transferring their knowledge to benefit others and ultimately, the organization.
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Develop a learning environment. Adults learn by doing. Give your people the opportunity to try something new, perhaps an idea they have for a new product or service. Allow them to test and try something new, while managing the activity from the sidelines. Develop a "growth" mindset. This is the time to encourage your people to take a risk and ensure them it is "OK" to make a mistake. If we don't make mistakes, how can we learn to do it better?
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Share your organizational strategy, long and short term. Give everyone in your organization the opportunity to share in its success. Get their thoughts and ideas on what they want to participate in and let it happen. Make assignments that give people a chance to develop and shine.
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What skills are missing? It is not just a matter of identifying the strengths in your organization, it is also important to identify where there are gaps. Are you taking your organization in a new direction? While identifying strengths is a positive activity, be honest and identify the necessary talents that your organization needs to be successful, but do not currently exist. Now, what can you do to help build that needed talent in the organization?
It is easy to focus on your top talent, possibly your top 10% but in doing so, you could be missing out on other talent. Talent that may walk out the door when opportunity strikes. Providing learning opportunities and including your people in meaningful assignments gives them a chance to grow and contribute to the success of the organization on a new level.