How Organizations should groom their employees to become leaders?

I think very few organizations do it and many avoid it as they think its a burden on their financials, as training costs more and what if that employee leaves the organization, the whole thing will be a waste, so for this very reason, many organizations do not spend much on training their employees, as even employee loyalty is low, but if training is given to them, and if proper counselling is done, then one will understand the roles and responsibility and will remain loyal if the work environment is good enough, so internal training by the organization will help in creating good leaders for the future.

A good organizational structure & open communication, these two can on suo moto churn efficient & effective people out of the whole.

A good hierarchy should facilitate the communication flow & people even at the bottom of the pyramid can be & should be heard at the top if they have valuable fresh ideas or solutions to share & if works well, should be rewarded accordingly to the value they are adding to the kitty, otherwise howsoever trained they are they would have a limited circle to roam. 

Natural leaders need no training. But if tasks are deligated with authority and accountability within certain scope of parameters like time and budget to people who have attained basic esperience to lead, automatically leaders will evolve out of this.

However, expect and be prepared for some failures and do not penalise for failures due to caliculated experimentation or risk taking. Penalise only for negligence and irresponsibility.

Delegation of Power/Empowerment of employees can help create leaders in any organisation.The HR gestures of good succession planning,participative decision making & delegation of power can provide necessary impetus to create great leaders among the practicing managers.Organisation should show trust,confidence on the employees and also strategically plan for indentification of competent Human resource to train and groom for future position & progression.

If a organisation is really interestaed in grooming its employees to leaders then

1) There must be more internal trainings

2) They must encourgae the employees to coem out with new innnovative ideas and process

3) This will maek the employee more comfortable & haev a+ve voew of the company

4) Company can then educate the goals, philosophy , ideas and best practises it desires the employees to follow

5) Employee will accept this and they will strive to acheive the goals and tragets

A succession plan is important for executives as well as middle managers within any company. Organizations should identify and groom potential leaders by developing individual career plans in annual performance reviews. Once employees and managers agree upon potential career paths within the organization, then leadership training should begin for these employees. An effective leader is someone who can influence others toward a particular goal. Therefore, this person must develop skills in conflict management, negotiation, motivation and persuasion. Coaching and mentoring programs can be an effective method for grooming employees for upper management by allowing junior employees to learn from an influential leader. A succession plan should identify those employees who currently have the skills needed to become leaders, as well as those who possess critical knowledge or hard-to-replace skills. There are Succession Planning tools and Transition Guides to help. 

But it also a fact that in India, it has not been widely accepted & implemented.  But this practice has got initiation, big organizations are trying to implement this practice, but as it’s new to India, so wide knowledge & practitioner are not available in the industry. But we all are hoping that in coming times, this can be a most effective tool.

With the changing face of business in India, hiring an employee for a job is not an option. One has to hire an employee and groom for life in the same package. That employee is now your 'walking talking' advertisement. The company and the employee enter into a wonderful relation where each one respects the other. Even if the employee leaves to join another company, the skills learnt hold good elsewhere too and also in the personal life of the employee.

An old quote of Zig Ziglar - 'What if I train my employees and they leave'? Wrong question. 'Ask, what if I do not train my employees and they stay'?

Trust is an important ingredient of good leadership building.

Decentralize many jobs and give a frame work where a manager can take his or her decisions for achieving a goal within her or his purview.

Too much control in these fast pace business would not yield instant success because one has to take rightful decisions at the right time and give liberties where one can exercise their ability to lead at least a group when a CEO finds it difficult to lead the whole company at the same time.

today all of us are engrossed in the present crisis rather than leave people to work.we do have too many meetings that are not very productive as nothing much comes in the meetings as the meetings and just meeting wont get the problem solved unless until the meeting is well planned with an agenda to discuss and for the agenda people should have been given to get the data for its purpose to ensure right decision.then meetings meaningful.

All bosses want to exercise their presence in meetings and also in other trivial matters. Today's men are well informed and they are capable of getting success to the organization once given a liberty,

Also please give the credit for the achievers and request the bosses to be more modest in not taking the credit to themselves. this is not appreciative of any leader. A boss is a boss and a leader is a much refined boss who used hi ways to ensure that people follow him where as a boss orders people to follow him whether they like him or not.This type of bossism will not stand longer.

The company will not achieve much by these until the young leaders or potential leaders who can achieve be given a free hand to do what is good for the company.

Kind Regards

Major M Rajendran

rmariagn@yahoo.com

 allow them chances in case of handling and dealing administrative and decision taking works

Let’s say your company is doing well. Demand for your products and services is steady. Your employees are engaged, and routinely go the extra mile and morale is high.

Your business’ leadership is on the ball, all are healthy and have made it clear they intend to stay around until retirement, which is at least a decade or more.

All is rosy.

But is it?

What would happen if your CFO suddenly received a better offer? What if your VP of Marketing suddenly became disabled and had to leave work? Barring these types of disasters, are you truly prepared for the day when your terrific leadership team does retire? Do you have a “succession” plan in place?

Many experts believe the best place to find your company’s next generation of leaders is from within your rank and file — your next CEO probably already works for you. Are you making sure she knows it?

Here are some tips to help you groom your company’s next generation of leaders:

1) Begin at the beginning. That is, hire the right employees and then, once you’ve done so, offer them the opportunity for continual training and learning. Build up their skills and knowledge. Help them become more mature. Let your best performers know there’s a chance for them to become part of the top echelon in time and promote them as needed and deserved as time goes on.

2) You don’t necessarily have to identify specific people as your company’s next leaders: Jane as CFO, Bob should definitely become president, etc. But you should identify a “pool” of people from which you could pull for leadership slots as they become available — or even create top positions for true stars.

3) Finally, it’s still a good idea to bring in some new blood from outside the company. A good rule of thumb to use is, if the business is poorly managed or going downhill, it’s probably a good idea to hire its next CEO from outside. In fact, it’s a good idea to bring in new high-level talent every now and then. This helps keep the “we’ve always done it this way, so we’ll continue to do so” way of thinking from taking over when home-grown talent become the company’s leaders. Change is the only constant in life, so your company undoubtedly will encounter challenges never before seen, challenges that will require a new way of thinking.

Employee recognition will help in this regard to every extent..

By delegating the work.

By giving internal practical training.

Managers should start loading their work to their subordinates.

"Don't tell your employee how to do a thing,just tell him what to do and you will be surprised by his ingenuity",I vaguely remember this quote but this is what it was meant to convey.Future is a leader's abode.He has to believe and make others to believe, something that doesn't exist.To achieve this he needs to continuously experiment his moves,reinvent himself at every step to face the unknown.Give your employee an environment to do so and I bet "You will be surprised by his ingenuity!" and if you don't he will turn out to be one among the monkeys described below( no literal meaning please).I read this story in a forwarded mail and I was really impressed.The story goes like this:

Four monkeys were put in a cage with a  table at the centre.The table was very high with bananas on its top.Whenever any one of them tried to reach for the bananas,other three pulled him down.Now one the monkey was taken out and replaced by a new monkey.This new monkey was not told about bananas.Now again when one of the old lot tried to climb the table other two pulled him down.This new monkey saw it for once and twice and then he also started to pull the one who climbed the table.Similarly all the the monkeys were replaced.Even now when anyone tried to climb the table other three would pull him down without having an idea why they are doing so !