It is known that organizations function better when they promote and develop leadership and other skills to achieve the objectives and fulfill the mission. This is the secret to developing leadership that I have identified within the organizations I have been a part of.
We start with defining the leader. “Leaders are people who inspire groups and act by their instincts and don’t what for others to tell them what to do,” among other definitions, but I’m sure there are more.
If you are looking to develop leadership in your teams, I offer you 4 tips that will help you with the important task.
1. Surround yourself with the right people:
Create a team with the correct people, since they will have the necessary requirements to achieve goal and objectives.
2. Give them autonomy to develop leadership:
Once you have the correct person, it’s necessary to give them space so they can out their role.
Every time I’ve worked with collaborators, I give them the space and autonomy so that they can make decisions based on experience. While you give the general directions and the objectives of where they should go, you have to trust your people and let them find their own solution to get where they are supposed to.
You can’t control the most minimal thing, “micro-manage,” to those who will develop into leaders. Give them the freedom to experiment with their own ideas and when it is necessary, support them by removing obstacles in their path.
3. Don’t allow the fear of making errors:
Leadership is like a sport, sometimes you win and sometimes you lose. The important thing is the lesson learned and the feedback from those involved. If you don’t allow mistakes, then you’ll never take the risk of undertaking anything.
They will always be afraid of making decisions, give them the opportunity to make their own errors because that’s how they’ll learn. Remember that if they are not making mistakes, then they are not learning.
4. Create an open atmosphere for continuous growth:
A good idea can come at any time, an open door can be a good idea to create closeness with members of the team. The “open door” policy is undoubtedly one of the ones I like the most since it invites and encourages the participation of ideas at any time.
Of this I can be sure, I have left I have left collaborators in better positions than when they started, with trajectories of growth and development within organizations. I like to be inspired by collaborators. One of my best decisions developing leaders was trusting them, creating an open atmosphere for coaching and feedback. If you hire the correct people and give them freedom of expression, you’ll have empowered leaders that will take you to achieve your objectives. And, of course, to the next level.