Before asking “how”, ask “why” first. Check your motivation in doing this, then you will know better on how to. You need to really care about your team before you can build them up. Trust starts with reading your intention. Your team will follow you and show respect to your leadership if they know your motivation is not self centered, then they will want to learn from you.

Identify Potential Leaders: Observe your team members and identify those who exhibit leadership qualities. Provide Feedback: Regularly provide constructive feedback to team members on their performance Mentorship and Coaching: Assign experienced leaders within your organization as mentors or coaches to potential leaders. Leadership Development Programs: Develop or invest in leadership development programs Job Rotation and Stretch Assignments: Offer team members opportunities to take on challenging projects Encourage Decision-Making: Delegate decision-making authority Lead by Example: Demonstrate strong leadership qualities in your own role Create a Leadership Pipeline: Develop a clear career path for potential leaders

While we as leaders assess our team members; one component to talk about and inculcate in one’s team is self-assessment. A simple tool like a self SWOT can shine a light on various aspects. Personally, I have been doing a SWOT for myself and my team members regularly (and also when a role changes) to see where we are at as professionals and as a team and how can we manoeuvre through it.

1. Assess the level at which they are and the gap which is required to be bridged for them to take on leadership roles 2. Be open and candid with your feedback on their gap areas 3. Ensure they develop a growth mindset so they keep continuously working to improve 4. Let them know they are being groomed for leadership roles to ensure retention 5. Have proper retention schemes in place to ensure they do not leave

It is crucial for every individual, regardless of their position, to have a strong foundation of emotional intelligence and feel psychologically safe in their work environment. This foundation will foster a culture of trust, continuous learning, and the freedom to fail without fear of punishment. By creating such an environment, organizations can establish a culture that develops strong leaders from the start. It is important to focus on honing emotional intelligence skills first, as this will naturally lead to effective leadership coaching and training. Even those at the top of the organization need to feel safe and secure before they can effectively lead. Starting with this foundation can lead to long-term success and growth.

Mentoring is a powerful tool to grow: it doesn’t require a certification from the mentor, but only generosity and willingness to share. My advice is to find mentors inside and outside of your company: - those from inside can share valuable insights aligned to your corporate culture and to what is successful in your current organization. - those from outside can give you a different view, which will help you bring something new in your company and build your profile to be bullet-proof in every organization you may work.

Pair team members with experienced colleagues who can provide insights and support tailored to the team's context. Consider bringing in professional coaches who can offer unbiased perspectives and specialized expertise. Schedule consistent meetings to discuss goals, challenges, and achievements. This could be weekly or bi-weekly, depending on individual needs. Leverage your experiences and lessons learned to guide team members. Discuss relevant scenarios from your own career that illustrate effective strategies. Invest time in getting to know your team members on a personal level. Show genuine interest in their aspirations and challenges.

It's important to understand the difference between coaching and mentoring. While both coaching and mentoring aim to support an individual's growth and development, coaching tends to be more task-oriented and focused on specific skills, whereas mentoring is often long-term, relationship-driven, and encompasses broader career and personal development aspects. Sponsorship is important for career development as well, but I believe it's more about "buy in" rather then development.

Effective communication and active listening are pivotal in mentoring. I prioritize regular check-ins with my team, offering guidance while encouraging their input. This two-way communication fosters a nurturing environment for growth and builds trust.

They have high self-awareness. That is, they know what they are good at and what they are bad at, use their strengths, and manage their weaknesses (for example, by working with someone who has complementary strengths). Who is looking to increase their understanding of their skills, talents and competencies? Who accepts any kind of feedback? Who seeks feedback and acts constructively to improve?

It can be easy to want to keep talented team members in your immediate office, department, or program. Stretch assignments that provide visibility for your team members with other leaders within your organization is an important aspect of grooming the talented staff in your organization.

Providing future leaders with challenging responsibilities helps them develop critical skills and gain confidence. By delegating meaningful tasks, you not only empower them but also create a space for innovation and creativity. Encouraging participation in cross-functional teams enhances their collaboration skills and broadens their perspective, which is invaluable in today's interconnected world. Additionally, offering mentorship and feedback throughout this process is crucial. It helps them reflect on their experiences and learn from both successes and setbacks. By aligning these opportunities with their personal interests and goals, you foster a sense of ownership and motivation that can drive their growth even further.

Stretch assignments can be an exciting way for future leaders and curious learners to grow their talents and expand their skills; however, being intentional about those assignments is crucial! When delegating or assigning stretch assignments, ensure your teams are set up for success when support is needed. All too often we throw folks in the deep end because they want to swim, but we don't guide them in HOW to swim. Create a plan with a clear path to success with resources and supports available along the way including: Clarity in the ask and end goal Quick reply communication on questions Stakeholder recommendations Timeline of milestones Offer your leaders a safe space to learn through stretch assignments!

I would add: be sure within the organisation there is a culture of transparency and mistakes are considered part of the process to learn and improve, this is a typical in agile organisation but is absolutely far from traditional command and control organisation, therefore if you want to nurture your people, create a soil where they can grow.

Providing resources, such as access to training programs, workshops, or mentorship opportunities, can significantly enhance their skills. Encouraging curiosity and experimentation fosters an innovative mindset. When team members feel safe to take risks and learn from failures, they’re more likely to engage in creative problem-solving. Establishing regular feedback loops promotes continuous improvement, and reflection allows individuals to internalize their learning experiences. Recognizing and rewarding efforts not only motivates team members but also reinforces the value of development within your organization. Whether through formal recognition programs

Having a professional development plan is an important part of annual goal setting with each member of your team. Questions you can ask are: ✅ What type of continuing educational opportunities are of interest to you and why? ✅ How do you see yourself growing professionally in this organization? ✅ What types of positions do you want to learn more about?

To groom future leaders within your team, start by encouraging L &D. Begin by setting up mentorship or leadership programs. Plan workshops, online courses, or executive education tailored to their specific development needs. Assign them various projects from different sectors for hands-on experiences. Additionally, offer one-on-one coaching or mentoring sessions to address their individual needs and goals. Ensure regular meetings to review their progress and make any necessary adjustments to their development plans. This approach helps them build skills and gain experience, preparing them for future leadership roles.

Learning best occurs when there is psychological safety on the team, as well as among individual team members. With safety comes the ability for future leaders to be open to new experiences, open to being challenged, and open to pushing the boundaries to be innovative. Creating psychological safety is also a great lesson for those future leaders that can help shape their own style and sustained talent development.

While fostering a culture of learning and development is important, I believe it's equally crucial to give team members autonomy to seek their own learning opportunities. Instead of solely providing resources, leaders should empower individuals to take ownership of their growth. This autonomy can greatly enhance their motivation and engagement.

Empowering future leaders with autonomy and accountability is essential for their development. Giving them the freedom to make decisions and manage their work fosters confidence and encourages a sense of ownership. This autonomy allows them to explore creative solutions and approach challenges with a proactive mindset. Involving them in goal-setting helps instill a shared vision and ensures that their objectives align with team and organizational priorities. It also gives them a stake in the process, making them more committed to achieving those goals. Providing regular recognition and constructive feedback is crucial for their growth.

Giving future leaders the reins to make decisions, tackle problems their way, and own their work definitely helps them grow and develop. It encourages them to think critically, dig deeper, develop their leadership skills, and boost their confidence. Plus, holding them accountable for their choices and actions helps them learn from their mistakes and become better leaders.

In talent management, autonomy and accountability are intertwined assets. Autonomy, rooted in trust, accelerates decision-making and nurtures future leaders. Paired with accountability, it ensures high-quality, timely outcomes. This synergy fosters collaboration, open communication, creativity, and psychological safety. For leaders, embracing this balance nurtures a culture of innovation. Empowering individuals with autonomy while anchoring them in accountability creates resilient, strong leaders—vital for organizational success.

Sometimes, all it takes for someone to blossom into a leader is the right opportunity. In my experience, employees who were given opportunities to showcase their abilities and trusted with important tasks often showcased a great amount of growth and dedication.

Though autonomy and accountability are important, the future leaders should be also provided with the freedom to act and make the decisions on their own, as well as having the responsibility for those decisions.

Identify A players, delegate, rotate, empower, train, coach and mentor, assess and give/receive feedback periodically. Development is a long time process. On the job trainings are one of the best ways to pass knowledge and experience from one to another.

Investing in leadership development can be a game changer. Deloitte's “high leadership maturity” organizations are five times more likely to be highly effective at anticipating and responding to change. According to research by the Center for Creative Leadership, 86% of organizations with strategic leadership development programs were able to respond quickly to unpredictable business environments, compared to 52% of organizations with “less mature” programs.

Apart from assignments, role enhancement etc., a crucial process which may yield faster results and speed up learning is of letting the team member step in to your shoes for some time and giving a guided experience of delivery and stakeholder management at the level next. Openly communicating your own learning experiences, even some not successful ones, creates faith in you as a leader and prepares team to embrace potential challenges, turns adversity into opportunity and stay put in the company.

The process to identify successors should be transparent. Take the time to create a succession 9-box grid to explain to your leaders how readiness should be based on performance and potential.