How To Create Leaders in Your Organization (With Tips)
By Indeed Editorial Team
Updated August 1, 2022 | Published May 17, 2021
Updated August 1, 2022
Published May 17, 2021
The Indeed Editorial Team comprises a diverse and talented team of writers, researchers and subject matter experts equipped with Indeed's data and insights to deliver useful tips to help guide your career journey.
Leaders are important figures in a company. To create a leader, it's important to understand how to spot potential in an employee and how to encourage employees to hone their leadership qualities.
In this article, we acknowledge what leaders are and why they are important, and we discuss how to create leaders among employees in your company.
What is a leader?
A leader is a professional who embodies an organizational mission and influences colleagues to perform well in their roles. In professional settings, leaders can be supervisors or chief officers, and they can also be members of a team who volunteer to assist others and plan activities. Employees can become leaders by learning how to manage a group of their peers and devising practices to make businesses operate more efficiently.
Read more:Q&A: What Is Leadership?
Why are leaders important?
Leaders are important in an organization because they provide direction in the workplace. Here are some other beneficial components of a leader:
Creating a pleasant professional setting: Effective leadership can have a direct influence on the work environment. Employees that like their managers may enjoy coming to work, and leaders who prioritize positivity can boost the morale among members of their team, establishing a pleasant setting.
Establishing expectations: Leaders set and enforce the standards for a team by illustrating their vision and demonstrating the value of work. If the standards are high, then employees may be likely to strive to produce quality work, which contributes to a company's success.
Motivating employees to do their best: A leader monitors the performance of the team members to identify their strengths and weaknesses. Strong leaders can recognize the effort of their team members and encourage them to continue to grow professionally by helping them develop a plan for success in the workplace.
Resolving workplace conflict: When coworkers disagree on a work-related topic, leaders listen to both perspectives and create a solution that maintains positive workplace relationships and builds trust between members of the team.
Promoting organizational goals: Promotion of organizational goals enables employees to understand the purpose of their work. Once they set the expectations, leaders can remind their staff of the importance of productivity and provide them with the resources to help them complete their goals.
How to create leaders
Here are a few ways to create leaders and help provide employees with the skills to fulfill leadership positions:
1. Identify employees with leadership qualities
Monitor the workplace behavior of your employees to determine if they show leadership qualities when interacting with their colleagues. This can help you determine if the professional has abilities to lead a team of their peers successfully. Here are a few examples of leadership qualities to look for in professionals:
Displaying a positive attitude: Employees who promote positivity in the workplace can motivate their coworkers and encourage them to respond well to challenges and organizational changes.
Willing to help others: A managerial role may require employees to train new personnel or assist team members with completing a project. It's necessary for potential leaders to have patience and a desire to help colleagues succeed.
Communicating effectively: Candidates with impactful interpersonal and public speaking skills may make effective leaders. Communication allows employees to build relationships with their staff and set expectations for work.
Solving challenges efficiently: Assess how employees react to challenging situations. If they remain calm and work to devise solutions to problems, then they may have leadership potential.
Displaying organizational skills: Consider selecting a candidate who maintains an organized workspace and manages their time effectively. Leadership roles may require additional responsibility, so being organized can help employees meet work deadlines and reach company goals.
2. Provide leadership opportunities
Once you've identified a managerial candidate, give them a chance to practice their soft and hard technical skills. Leadership opportunities might conduct a presentation for a client or leading a team-building exercise. Create an occasion requiring the candidate to interact with their team members. Monitor how they capture and sustain the interest of their coworkers and communicate task directions. Make comprehensive notes of their performance to track their progress.
Related: A Guide To Training Managers
3. Deliver constructive criticism
Constructive criticism informs your potential leader of where they may benefit from improvement. Consider scheduling a private meeting with them to discuss their performance during the leadership opportunities. Recommend ways to strengthen their abilities and offer praise for tasks they completed well. Consistent feedback and rewards may prevent the candidate from repeating mistakes. Additionally, offering feedback allows you to measure how well they respond to criticism, which may show their leadership potential.
4. Assign mentors to prospective leaders
With extensive work experience and expertise, mentors can offer guidance to prospective leaders. Find a mentor who has held a leadership position in the same industry as the candidate. For example, if you're creating a leader in the technology industry, then it may be helpful to assign a mentor who works as a software development manager. The mentor and perspective leader may meet monthly to discuss the leader’s performance, and the mentor may share helpful advice on how to learn from a mistake they made in their career for the professional to avoid.
5. Give constant encouragement
Providing a new leader with consistent, positive encouragement is essential. Remind the prospective leader of their strengths and assure them they can overcome challenges throughout the learning process. Encouragement of their performance may also build trust between you and the new leader, such as asking questions they may have about their new position. This can also provide the professional with more confidence to lead their team well.
Who creates leaders?
When encouraging an employee to take charge in a professional setting, there are a few parties holding the responsibility, including:
Other organizational leaders
Employees who already hold managerial roles are the professionals who identify the need for new leaders. They have the authority to design leadership programs, which may include using financial resources, and they oversee the leadership development process. Organizational leaders may also possess firsthand knowledge of managing a team, and they can provide guidance to employees who want to lead.
Entry-level staff members
Entry-level staff members can impact leadership creation. Their response to new leadership can determine if a potential leader is successful at holding authority and managing others. It's their responsibility to provide feedback to the candidate and reciprocate the candidate's attempts at building relationships in the workplace.
Prospective leaders themselves
It's essential for prospective leaders to recognize their own potential and feel empowered to fulfill a new role. If a manager and coworker express an employee's ability to lead, the employee accepts or denies the role before the creation process begins. Their willingness to overcome challenges and build their leadership skills can help them find more success in their new position.
Tips for creating leaders
The following tips provide additional advice on creating leaders:
Interview staff members
During the preliminary phases of leadership development, contemplate interviewing employees in the same department as your potential leader. Gain insight into the candidate's work style and how their coworkers perceive them, which can inform you if staff members may trust the candidate in a leadership position. Here are examples of questions you might ask:
Do you enjoy working with this coworker?
Describe a time this coworker helped you with a task.
How does this coworker respond to challenges?
Would you confide in this coworker about your workplace concerns?
Do you feel this coworker would make a good leader?
Prioritize soft skills
Soft skills, such as communication and problem-solving, can be stronger indications of leadership potential than technical skills. When you're selecting a candidate to become a leader, focus more on how they interact with others rather than their ability to perform well in their specialties.
Read more: Soft Skills In the Workplace
Collaborate with managers
Recruit managers in your company to assist you with the leadership creation process. Perhaps they can suggest potential leaders in their divisions, or they can help you assess the performance of the candidate you've chosen. Having multiple perspectives can allow you to identify traits you may have initially overlooked and help ensure you're teaching the right ideals.
Explore more articles
- FAQ: What Is Spyware and How Does It Work?
- System Availability: Definition, How-To Guide and Example
- How Do I Understand APY?
- What Is Application Life Cycle Management? Stages, Uses and Importance
- What Is the Sharing Economy?
- Test Monitoring: What It Is and Why It’s Important
- Managing Software Development (Definition and Tips)
- 10 Low-Coding Tools To Explore (Plus Definition and Benefits)
- How To Write a Great Email in 8 Easy Steps
- What Is CVP Analysis in Cost Accounting? (Plus 5 FAQs)
- Two-Year Social Work Degree: Definition, Content and Job Opportunities
- FAQ: Why Is Fill Rate Important and How Do You Calculate It?