Guide the way for the next wave of leadership and encourage managers to seek growth opportunities

RCS Influencer Melissa Chapman says an assessment ensures efforts to grow the next generation of managers are focused and aligned with both personal development and the strategic goals of the organization.

When helping to grow the skill sets of the next generation of managers, the first step is to assess current skills and needs. This foundational step provides insight into the existing strengths, weaknesses and gaps in knowledge or experience that need to be addressed. Here's how to approach this: 

Conduct a skills gap analysis: Identify the key managerial skills (leadership, communication, decision-making, problem-solving, delegation, etc.) required for success and evaluate where each individual currently stands. This could be done through self-assessments, peer reviews or feedback from mentors.

Set clear development goals and include feedback and reflection: Based on the comprehensive assessment, define clear and measurable goals for the skills the managers need to develop. Make sure these goals align with both the organization's objectives and the individual's career aspirations. Implement a system of continuous feedback rather than just annual reviews. This allows them to adjust and improve in real-time. Promote a culture of self-reflection where managers regularly assess their own performance and identify areas for improvement. 

Create individualized development plans: Each manager may have unique strengths and areas for improvement, so tailor development plans to fit their specific needs. This could include formal training in leadership skills, such as decision-making, conflict resolution and team management. This can be through workshops, seminars or online courses. Include mentorship, on-the-job learning or stretch assignments that push them beyond their comfort zone. This encourages them to develop problem-solving skills, resilience and strategic thinking. 

Provide mentorship and coaching: Pair emerging managers with experienced coaches and leaders who can guide them through real-world challenges, offer feedback and share valuable insights. Mentorship helps develop not just technical skills but also soft skills like emotional intelligence and strategic thinking. Provide access to professional coaches who can work one-on-one with managers to develop specific skills, build confidence and refine their approaches to leadership. 

Networking opportunities: Facilitate opportunities for them to network with peers and industry leaders. This can be through conferences, professional associations or internal company events. Encourage and support participation in peer groups where managers can share experiences, challenges and solutions with each other. 

Encourage continuous learning: Foster a culture that values a growth mindset where managers are encouraged to constantly develop new skills. This could involve providing access to workshops, online courses, seminars and industry conferences. 

Starting with an assessment ensures that your efforts to grow the next generation of managers are focused and aligned with both their personal development and the strategic goals of the organization.