Do you know the next generation of leaders within your organization? This critical question allows you to proactively maintain strategic conversations that identify, develop, and empower the next generation of leaders with confidence. As this difficult but necessary transition occurs over time, it is the responsibility of more seasoned leaders to train the less experienced for their future roles.
Proverbs 22:6 tells us to train up a youth in the way he should go; even when he is old, he will not depart from it.
Yet, there remains a “war on talent” that is causing complex issues for organizations. Leaders and employees alike should care deeply about succession planning to grow with the times and transition, gracefully. Decades-old routines, traditions, and ideological differences become challenging for all involved.
The remedy is to recognize talent and nurture it with encouragement and support.
Applicants understand that they are in demand and that they can negotiate more advantageous opportunities for themselves and their families. Organizational leadership should consider trying to invest in the emotional well-being of employees to retain top talent. Additionally, a pipeline between established leadership and the next generation requires dedicated time and effort. Moving from good intentions to actionable plans is an important step in the right direction while avoidance and procrastination are not viable options. A strategic process is required to solve these problems.
Here are a few steps for nurturing your next generation leaders:
- Invest in a culture that emphasizes consistent respect, personal and professional growth, diversity, inclusion, and employees’ valuable experiences.
- Establish clear and precise expectations with appropriate adjustments.
- Encourage positive attitudes and morale.
- Train managers to incorporate frequent check-ins on future work by developing a mentoring program.
- Prioritize value in learning and growth to promote individual growth and successful profit pattern thinking.
- Invite them to the table for cross-functional brainstorming and strategy prioritization.
- Determine who should be paired with coaching opportunities based on aptitude and attitude.
Understanding the current objectives and long-term goals of the organization and its employees is pivotal in accomplishing the tips listed above. Organizations and individuals who support the succession plan promote a thriving future for the next generation. Succession planning is challenging and it requires strategic cultural investments throughout an organization with integrity and sincere transparency.
FaithSearch consultants bring more than 130 years of cumulative experience in faith-based executive search. If you’re looking for differential leaders throughout your organization that can have a positive impact on your people and community, FaithSearch excels in securing leaders for nonprofit, higher education, healthcare organizations, and faith-driven corporations.