Looking for leaders among your employees is a great strategy. People who already work for your company know it from the inside and adapt to new roles faster. There is one “but”: for this method to work, it is important to regularly pay attention to the professional and personal growth of employees, and, of course, periodically conduct competency assessments. This will help identify those who are ready for a leadership role and support their development.
How to identify a potential leader?
If you decide to use internal recruitment, the question arises: how to prepare the team for such changes? It is important to maintain healthy competition within the team. Employees need to understand that everyone has the opportunity to take a prestigious position. To do this, you can develop a system of deputies: employees will be able to demonstrate their abilities and take on new tasks when the manager is on vacation, sick leave, or a business trip.
Meetups can also be physician data package useful, where employees share their knowledge and experience with colleagues. Or conduct thematic trainings to improve work efficiency and develop critical thinking. For example, the training topic will intersect with the actual need to find a company director. Thanks to such practices, public speaking skills and other soft skills are developed, self-esteem and self-confidence are increased.
Meetup
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Meetups also allow you to evaluate the speaker: how well he can work with additional information, how he collects and analyzes material, how clearly and understandably he expresses his thoughts to the audience.
Another effective tool is retrospectives. During discussions with employees about the decisions made, working on mistakes, you can see that people are striving to become better and move forward.
Of course, not every employee in the team is suitable for the position of director, and not everyone strives for it. Each employee has their own level of independence, initiative and their own methods of interaction with the team. Therefore, it is important not to rush to develop everyone indiscriminately, but to concentrate only on those who really want and strive for personal growth and promotion. To do this, you should consistently collect feedback and maintain contact with employees - this is the only way to understand who has the necessary qualities, the necessary potential and real zeal.
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When searching for candidates for the position of director, it is important to pay special attention to their behavior in unforeseen situations, their ability to solve emerging difficulties and admit mistakes. It is also important to monitor how resistant they are to stress, responsible, confident and ready to answer for their results (require additional verification), whether they can delegate and distribute tasks and whether they have the necessary level of empathy.