Quality management is hard to find, and the idea of interviewing candidates is such a daunting task. Now I know we’re not reinventing the wheel or anything, but might it be possible that the people you are looking for are right under your nose? And if so, how are you supposed to find out?

Leadership is a thriving topic. From Dale Carnegie to John Maxwell, authors, coaches and consultants are taking leadership development to new heights. Some will say you’re born with it while others will argue that it can be taught. Regardless of where these skills come from, building others up isn’t just necessary for the long-term success of a company, but it’s also an invaluable experience for mentors and mentees.

Where to start?

Part of developing a leader is being able to spot their potential. Traits that you’d want to keep an eye out for are expertise on certain subject matter; trustworthiness and staying away from office gossip; an ability to listen and ask for understanding; a willingness to empower others; emotional intelligence; and taking initiative. This isn’t the be all and end all, but these are definitely markers that are indicative of a leader.

Houston, we have a problem.

Research is showing that leadership development in the workplace is lacking and requires a lot more intentionality if it is going to be successful. Some companies are even guilty of offering development programs that are completely disconnected from the goals and strategies of their business. Additionally, trainees are having a difficult time with transferring taught skills into their new positions – a telling reality that context is key and must be taken into account as leaders are developed. Clearly, leadership development is not a one-size-fits-all approach.

The facts:

  • 65% of millennials feel ill-equipped for leadership
  • 87% of companies admit to dropping the ball on leadership development
  • 61% of organizations don’t offer any type of leadership training
  • 78% of employees would remain at jobs that invested in their growth
  • Employees are 12 times more likely to leave a job that prevents them from achieving career goals

What to do?

It's important to recognize that developing leaders isn't just a matter of implementing a few HR programs and calling it a day... And just because a company is successful now, doesn't mean it will be 10 years from now. Organizations need to invest in their employees today and train new management on an already well-established foundation.

Leadership development calls for forward thinking. It requires a well thought out plan, designed in a way that fits the business’s brand and mission. Investing isn’t just about putting money into your business, but about taking the time to develop those who represent your organization day in and day out.

  1. Leadership development: a top concern in Canada. Deloitte. Retrieved on April 9, 2019 from https://www2.deloitte.com/ca/en/pages/human-capital/articles/leadership-development-in-canada.html
  2. How to spot a potentially amazing leader within your team. Forbes. Retrieved on April 9, 2019 from https://www.forbes.com/sites/forbescoachescouncil/2018/03/23/how-to-spot-a-potentially-amazing-leader-within-your-team/#22b52a927afd
  3. Why leadership-development programs fail. McKinsey & Company. Retrieved on April 10, 2019 from https://www.mckinsey.com/featured-insights/leadership/why-leadership-development-programs-fail
  4. Developing employees into leaders. Learning with Lynda. Retrieved on April 12, 2019 from https://learning.linkedin.com/content/dam/me/learning/en-us/pdfs/lil-guide-developing-employees-into-leaders.pdf