We are true leaders when we can surround ourselves with skilled people with the experience to help a company grow. Not all company owners can shift to that mindset for different reasons:
Fear of appearing weak for hiring “up” from their own individual level of expertise.
Pure ego where they want to “be the best” despite the benefits others with more experience can bring.
It is a well-known fact that a company that isn’t afraid to fill critical positions with employees with a higher level of expertise has a better chance of success. Putting egos aside, your team and people looking in from the outside will more highly respect you if you’re not afraid to “level up” and learn from others.
You will know you’re on the path to success if you have some of the following key leadership attributes. These should be shared with your top leaders and then, once fully vetted, with the entire team.
How Do You Score Your Leaders?
Are Your Leaders Allowed to Lead?
Sometimes it requires baby steps. If this is the case, take a few days off and see how things go in their absence. You’ll be an even better leader if you make them feel comfortable enough to reach out to you with questions where your role is more consultative. And this open-door role must come without repercussions as we all learn from our blunders. We can, however, question their approach when they repeatedly make the same mistakes.
Are There Options for Personal and Professional Growth?
Leadership tools come in many forms. And, some employees will differ in the way they want to learn. For instance, one person may be more visual, while another may do their best reading a book.
Some options for learning are:
Books
Create a mini-library with an easy way to “check out” a book. It may be necessary to place a time limit (i.e., one week) if it’s a highly sought-after book or something that aligns with a preset curriculum.
You may want to purchase multiple copies if a book falls in line with the “required” reading. And to take it further and nurture a collaborative environment, consider forming a book club with your internal team to discuss and share their opinions in an open, non-judgmental environment.
In-Person Training
This option is often considered during the onboarding process and generally consists of reviewing the procedures and expectations for working with the company. This upfront training should be a part of the process, no matter the level of the employee.
Leadership training is different as it is geared to the roles of the company leaders, which can include “future leaders.” Many third-party vendors can provide this service at a higher level and can be accomplished in-person or online. In-person, when made possible, is often a more efficient option as the facilitator can better capture the attendees’ attention. Your team will benefit, but so will your company as they continue to evolve their skillset.
Check-In Without Hovering
And don’t forget to check in with each leader on a one-to-one level, so they feel even more comfortable sharing any challenges their facing.
Now that you’ve solidified your cultural expectations, you will have some good information to begin laying out your plan. When presented with a quality applicant, it makes a terrible first impression only to stumble through the interview because you weren’t clear on your company’s expectations.