Most businessmen understand that one of the best ways to save money and get great talent is to train the staff that is already employed. Unfortunately, according to Boris Blanche, managing director at IRU, in way too many cases business owners simply think that employees are going to pick up leadership skills while on the job. This is basically one of the most common mistakes made these days, especially be small to medium sized companies.
The truth is that when you really want to be a very good leader, you need to be closer to the individual that already shows really great leadership practice. You want to stick with these people as much as possible so you can learn all that you can, observe them and get to really know how these individuals think, together with how decisions are made. Basically, you want to identify unique character traits that set people apart while working on developing these for yourself.
In reality, the management force of the company has to work hard in order to help staff develop leadership skills. This is much easier said than done. It takes a lot of time, observation and perseverance. Management has to start developing leadership skills right inside the organization instead of relying on what staff members naturally build as they interact with others.
In most organization cultures there are no real incentives in place to develop true leaders. People are basically concerned about how to get the job instead of spending all the time that is necessary to help people grow. We all are way too busy to understand the fact that developing teams that have the confidence needed to step up. Many leaders just do not have the skill set that is needed to actually do this as they never actually experienced leadership. Knowledge lacks in how this actually looks like.
There is never chance involved in developing great leadership culture. This can only be done through focus, effort and a lot of time. It does take a lot of time to understand core leadership competencies needed to then embed them into organizational culture. In many cases this actually means that outside specialists have to be brought in.
Basically, in the event that businesses do not actually have the staff that is needed to help staff members develop leadership skills, it is time to look for those that can help. If a complete change is needed in organizational structure, contact specialists that actually can deliver the experience needed for proper organizational changes. This is well-worth the investment.
To sum up, never make the mistake of thinking that leadership skills are going to automatically develop within the company, without interference. You have to create an organizational structure that supports leadership development and it is imperative that you never underestimate the importance of having outside help. Fortunately, there are always ways in which you can identify staff members that have leadership capabilities and that can eventually become pillars of the company.