{"id":3546,"date":"2020-10-06T19:29:24","date_gmt":"2020-10-06T19:29:24","guid":{"rendered":"http:\/\/www.rtgsolutionsgroup.com\/?p=3546"},"modified":"2020-10-06T19:29:24","modified_gmt":"2020-10-06T19:29:24","slug":"how-to-develop-high-potential-employees-into-great-leaders","status":"publish","type":"post","link":"https:\/\/www.rtgsolutionsgroup.com\/how-to-develop-high-potential-employees-into-great-leaders\/","title":{"rendered":"How to Develop High-Potential Employees into Great Leaders"},"content":{"rendered":"
[vc_row][vc_column width=”3\/4″][vc_single_image image=”3550″ img_size=”1110×500″][vc_column_text]Developing leaders is one of the toughest things for companies to get right. But it\u2019s also one of the most important. Why? Building a leadership pipeline turns your company into a self-improving machine.\u00a0<\/span><\/p>\n

As employees realize they can grow within the business, they will strive to outperform themselves every day. This promotes problem-solving, creativity, innovative ideas, and <\/span>employee engagement<\/span><\/a>.\u00a0\u00a0<\/span><\/p>\n

Additionally, career development is one of <\/span>Millennials\u2019 top workplace priorities<\/span><\/a>. This means it\u2019s one of the most attractive benefits your business can offer.\u00a0<\/span><\/p>\n

Leaders should leverage this incentive as much as possible. This way, your staff will be motivated to go above and beyond what is expected of them.\u00a0<\/span><\/p>\n

That\u2019s why leadership training is a <\/span>$370 Billion global industry<\/span><\/a>. In North America alone, companies spend $160 Billion annually to develop talent.\u00a0<\/span><\/p>\n

But it\u2019s not as easy as telling employees that you promote internally from time to time. You need to craft a company culture where leadership development is front and center. And doing so requires thoughtful planning.\u00a0<\/span><\/p>\n

In this article, we outline some essential steps to turn high-potential employees into great business leaders. <\/span>[\/vc_column_text][vc_custom_heading text=”Create a company culture of continuous learning” font_container=”tag:h3|text_align:left” use_theme_fonts=”yes”][vc_column_text]Leadership pipelines and learning cultures go hand-in-hand. When you create a strong culture of learning in your business, you provide tools and incentives for talent development. This lays an ideal foundation for your <\/span>leadership development<\/span><\/a> program.\u00a0<\/span><\/p>\n

In a continuous learning culture, staff of all levels constantly enhance their skills. Additionally, critical thinking and self-improvement are encouraged. As a result, employee performance improves on a rolling basis. And, as your employees grow, so does your business!\u00a0<\/span><\/p>\n

Meanwhile, your employees have access to resources to prepare them for leadership roles.\u00a0<\/span><\/p>\n

At RTG Solutions Group, we encourage and help businesses to establish cultures of continuous learning. Doing so can unlock new levels of growth and success for leaders and their organizations. To learn more about the benefits of constant learning, check out our article <\/span>What\u2019s All the Buzz About a Continuous Learning Culture<\/span><\/a>? <\/span>[\/vc_column_text][vc_custom_heading text=”Treat all employees well” font_container=”tag:h3|text_align:left” use_theme_fonts=”yes”][vc_single_image image=”3548″ img_size=”1110×500″][vc_column_text]To put it simply, if you don\u2019t treat all employees with respect, they won\u2019t stick around to become leaders. This is true no matter how good your training program is.\u00a0<\/span><\/p>\n

Some organizations fear that, once they train future leaders, they will pack up their skills and take them to another business. This is a legitimate concern. However, a proven way to prevent brain drain in your company is to treat all employees well.\u00a0\u00a0<\/span><\/p>\n

This idea speaks to our core values at RTG Solutions Group, where we believe that People, Process, and Communication are the key ingredients to success in all areas of business. And leadership development is no exception!<\/span><\/p>\n

Why focus on People, Process, and Communication for leadership development?<\/span><\/p>\n

PEOPLE:<\/strong> Invest in your people by treating them well and providing cutting-edge development tools. This will ensure that top talent becomes even stronger and does not leave your business.\u00a0<\/span><\/p>\n

PROCESS:<\/strong> Establish efficient, results-driven training processes. This provides your leadership development program with structure and longevity. As a result, your company will consistently produce capable leaders.<\/span><\/p>\n

COMMUNICATION<\/strong>: Communicate methodologies, expectations, and incentives to all employees. Transparency and communication create an even playing field for all employees to begin their leadership development journey. <\/span>[\/vc_column_text][vc_custom_heading text=”Identify high-potential from top-performers ” font_container=”tag:h3|text_align:left” use_theme_fonts=”yes”][vc_column_text]To develop good leaders, you need to know how to pick them. Not everybody is cut out for leadership, no matter how good they are at their job. This is why you have to know how to identify high-potential employees from top-performers.\u00a0<\/span><\/p>\n

What\u2019s the difference? Top-performers are exceptionally talented employees. They are great at their job and consistently produce results. High-potential employees, on the other hand, excel in their job duties AND have the capacity to become great leaders.\u00a0<\/span><\/p>\n

The problem many companies make is they assume top-performers will be good leaders. Sure, top-performing employees can make great leaders. But this is not always the case.\u00a0<\/span><\/p>\n

Have you ever had a supervisor with such abysmal leadership skills, you couldn\u2019t figure out how they got that position? It\u2019s likely that they were a top-performer.<\/span><\/p>\n

To avoid perpetuating that problem in your own business, separate your high-potential employees from your top-performers. This will show you who is and is not cut out for leadership. Here are some signs to tell them apart:<\/span><\/p>\n

High-potential employees:<\/b><\/p>\n