……Our experts at SWAN are fortunate to observe a variety of organizations from all sides: operational, training, executive leadership and teambuilding. In our important work with you, we see the perspectives and strengths of your teams, from fresh talent right out of college to longtime executives.
……Think of the depth of your organizational talent as an infinity symbol or hourglass. With the limitless skills, experiences and personalities, sometimes we get stuck at the middle point. From new employees to seasoned leaders, both sides have a tendency to become congested through generational misunderstandings.
……How can we create movement, respect and collaborative excitement instead of remaining stagnant or stuck in our ways? Here are some tips to foster freedom of expression and excitement for potential while leaning into the wisdom that every team member has to offer your organization.
Identify potential: Really see your team members. Recognize individuals with leadership qualities and aptitudes, even early in their careers. What unique skills do they have? Maybe they’re technically inclined or charismatic. Invest time in getting to know how they want to contribute to the organization’s goals and where they see their career in five years, 10 years and beyond. Tap into that vision.
Plan for succession: Create a strategic plan to identify and develop future leaders who will fill key positions when current leaders retire or move on. Sit with your senior team members and get to know what they do on a daily basis. Listen to their dreams for the future and their goals with the organization, then do the same for your junior members. Stay transparent and open about your plans for sustainability.
Mentor and coach: Pair team members who have similar skillsets for weekly cross-training and skill-sharing opportunities. Giving mentorship opportunities to experienced employees lets them shine their leadership brilliance while sharing education and valuable organizational knowledge with the next generation.
Embrace vulnerability: Be authentic. Remember the strength of who you are today and where you started. What was it like when you began your career? How can you put yourself in each team member’s shoes, including those who have been with your organization the longest? In all of these tips, being vulnerable is essential to connection, productivity and progress.
Diversify experiences: Encourage exposure to different roles, projects and teams to broaden perspectives and build adaptability. Ask team members what they want to learn, where they feel they have passion and strengths they’re not using today, then make some shifts to broaden their horizons. Check in regularly about what new skills they’re learning and how they’re contributing to the bottom line – and their personal growth.
Develop critical skills: Focus on building skills like strategic thinking, decision-making, communication and emotional intelligence. This could be another mentoring opportunity for more experienced team members. For every project, develop talented pairings to assess deliverables and build out a communications plan for stakeholders (including other teammates, leadership and those outside of the organization). Challenge your teams to effectively communicate value and emphasize service, outcomes and impact: under-promise and over-deliver.
Promote a growth mindset: Encourage continuous learning and self-improvement, embracing challenges and feedback. Provide 360-degree reviews from peers and leadership with an emphasis on constructive growth, not judgment or condemnation. Energize your teams with an attitude of gratitude and partnership, not punitive performance reviews.
Foster inclusivity and diversity: Create an environment where everyone feels valued and has the opportunity to contribute, regardless of background. During meetings, encourage everyone to voice their opinions, if they choose. Nurture team members to be themselves. This may mean someone is an introvert and doesn’t want to speak up, but has valuable project feedback through a detailed email. Express that no matter what their participation or style, they are valued, heard and seen. Keep an open-door and open-heart policy.
Empower autonomy: Give individuals opportunities to take ownership of projects and make decisions, building confidence and leadership capabilities. Let them know they are trusted and valued, and provide feedback as needed. Stay engaged in their work and celebrate their progress and successes. Invite them to come to you with any issues or roadblocks. Express that no matter the situation, there are solutions you can define together.
When we open the unlimited flow of our team members and empower all levels of mindful leadership, our organizations can do their most impactful work with renewed purpose.