Helping Others To Grow - A Leader's Duty

If we take into account the amount of pressure that we place on those in executive, management and leadership roles within companies it becomes understandable as to why, on occasion, these individuals may forget some aspects of their role as a leader. The majority of leaders will prioritise overseeing the running of the business or the section that they are in charge of. Another task that they may strive to carry out each day is to keep their workforce motivated through raising morale. However, there’s more to being a leader than carrying out these two particular roles.

The Importance of Helping Others to Grow and Develop
There are many reasons why, as a leader, you should be aiding those below you to advance as individuals and within their career. One of the main reasons behind why individuals leave their jobs is because they feel that they are not progressing enough, if at all, within their career. This means that if you are not helping your employees to grow and develop within their role you could potentially lose one of your best employees.

Spending a greater portion of your time focusing on individual employees will in turn encourage them to grow within their current position and aid in their advancement within the company. In turn this will not only provide you with employees that are increasingly competent at the job but will improve the overall productivity of your workforce.

Develop A Trusting Relationship
Before the employees will trust you or your word you must build up a friendly but professional relationship with them. This is not a process that you can easily rush and the timescale is not negotiable either; building a relationship is a day by day process that each of you will have to work at.

Take a few minutes each day to ask your employees how they are feeling and whether they have any concerns relating to their work or issues outside of work that may affect their performance. These few minutes each day will provide you with information that you require to understand and appreciate the individual. If you maintain this regular contact your employees will also value this time and appreciate that you are an understanding and considerate leader.

Become An Active Leader
Depending upon the type of workforce that you lead, they may not be open to discussions or to revealing sensitive information unless they are asked in a formal manner. It’s because of this that you must become an active leader and arrange formal meetings with your employees in private to find out what it is that they expect from the company, where they would like to see themselves in the future and how they expect to achieve their current plan.

You will often find the employees with the most potential are thinking of the future and their ambitions all the time as it’s in their nature to want to do well and to achieve more than those around them.

Giving Feedback and Improving Communication
One of the key aspects of being a leader is not to boss your subordinates around and point out each and every one of their flaws. Being a leader is about encouraging the growth of your colleagues and employees through positive feedback, correction and communication.

It’s essential for individuals within a management position to review the performance of their employees on an annual basis; but to encourage growth within your workforce you must provide feedback on a regular basis.

Feedback must include areas that your employees excel in and do so frequently, on the other hand, don’t be afraid to correct your subordinates if you feel that they sometimes make mistakes. When you are expressing your concerns or compliments strive to use a sincere tone of voice; this means no sarcasm, frustration or anger should enter your voice whilst you are speaking with your subordinates or colleagues.

Although the internet can be an incredible resource and can further our knowledge on various topics; you can’t substitute experience gained in the workplace for information taken from the internet.

Although you can utilise what you have read on the internet it’s recommended that you take the time to get to know your employees before experimenting with different methods of encouragement. By getting to know your colleagues first, you will gain a better understanding of how they might react to your encouragement and various methods of aiding their growth within the company.