Leadership Checklist ✓
Managing well for the purpose of leading well is something you as a leader deeply understand.
Having an excellent organization, systems within your company that empower the team members, and a focus on making and exceeding the goals through focus and hard work. You regularly checking the expenditure and revenue reports for trends that might foretell a change, thus requiring more of your time.
All of the functions listed above, and many more, are requirements of managers and leaders. Being able to perform them with competency and alacrity is why you are successful in your role.
No Time for Retention?
The challenge with devoting such time and attention to the required pieces of your leadership role is that one of the most important functions of leadership, the growth, nurturing, and retention of your team members, will suffer.
This vital endeavor often takes a back seat or, in many cases due to the press of the immediate, does not occur at all. Although it requires a commitment of your time to serve as a mentor, this investment of time in the team saves you and the organization countless hours and the expenses directly related to recruiting, screening, interviewing, and training new employees.
The question is not whether you will spend the time, simply whether you will spend it on the front end with your carefully chosen and trained team members, or retracing ground you have already covered with new additions to your company.
Making the offer to persons on your team to help them grow and advance within the company can take place in many ways. Here are six suggestions for mentoring employees in your workplace:
- Technical Training; A once a month conversation that covers an area of technical expertise in your field, will be a very welcome insight to team members who are no privy to that side of the business.
- Forecasting Meetings; Taking time to hold group sessions where you are able to share about the expectations of company leadership and insights into the future direction of the firm, can dispel rumors and provide anticipation regarding coming initiatives.
- Outsider Perspective; Asking a fellow leader to come and share about the positives and areas of focus for their department with your team can provide perspective on the work taking place throughout the company.
- Growth Opportunities; Scheduling a regular 45-minute seminar on leadership for those on your team who see that as part of their future can help you identify future leaders.
- Inclusive Practices; Hosting a question and answer lunch for the most junior team members where they can ask the questions that they may be to shy or self-conscience to ask.
- Financial Support; Lastly, you may have some expertise in helping younger employees get off on the right financial foot by maximizing the company investment or 401K plan.
Sending a Positive Message
All of the above suggestions for mentorship provide a common message to the members of the team you lead; you care about them and are willing to invest your time for their future success.
We as leaders know the reason people choose to remain in a job is first and foremost a sense of purpose and belonging. Assuming that the wage and benefits are comparable, being on a good team where the leader is invested in your growth will do more to ensure the consistency of personnel than most all other leadership actions.
When we help folks to grow it is inevitable that some will advance and move on. In addition to helping you retain most of your team members, it is also important to note that such leadership practices will serve as a powerful word of mouth recruiting tool when openings do occur.
By giving of your time to mentor, you will be creating the team to which many others would like to belong.
For more thoughts on how to develop a culture like this, check out the rest of our blog here!
Tim, with his extensive background in education and management, is a great part of our Fired Up! team dedicated to inspiring teams and leaders. At Fired Up!, our work is dedicated to harnessing the power of culture to equip leaders, build amazing teams, and align operation practices to engage organizations and drive breakthrough results.