Why practical experience is better than theory?

What would happen if the child was only allowed to watch the instructor swim in the pool? They never would have learned a lesson! This is true since getting hands-on experience is so much more valuable than taking classes or receiving instructions. 200 students were surveyed by a group of professors in the 1990s who made this discovery. The result was the 70/20/10 learning model. Researchers found that practical application and experiential learning make up 70% of learning. The remaining 10% is the result of training, and the remaining 20% comes from coaching and criticism.

Give your potential leaders the opportunity to work on real issues and get their hands dirty in order to help them learn. People may learn by completing the work, but if they merely jump from one activity to another, they won’t advance. You must provide them with a route map. Setting goals is necessary for this.

Each objective should be difficult and stretching, but still attainable. An overly ambitious objective might easily be depressing. The objectives should also be quantifiable. It should be simple to determine whether an objective has been achieved, to put it simply. Finally, goals must be spelled out in detail and documented. Your future leaders will be held accountable as a result.

You’ve therefore created goals that are tough, practical, measurable, and clearly defined. Next, what? So, if you want to support the development of future leaders, there is one more thing you must do. Remove any obstacles they might encounter.

Your future leaders require the appropriate tools and power. If you continually direct them and keep a close eye on them, they won’t grow. You enable them to reach their full potential by giving them the necessary freedom and the appropriate tools.

Good leaders don’t just appear. The formation of leadership takes a lot of time and work. Wouldn’t it be a horrible waste if your newly trained leader was never permitted to exercise what you’ve taught them to do after all the lessons and practice, all the setbacks and satisfying wins? It would be like buying and training a thoroughbred racehorse but never letting him compete!

Your leaders must be permitted to participate in the race, just like the thoroughbreds. They must be empowered to do this, and an encouraging climate must be created. The correct environment and empowerment will enable leaders to reach their maximum potential.

First and foremost, it’s critical that you have established your credibility and standing as a leader. After all, in order to give something away, you must first possess it. You’ll be in a position to support the leaders you nurture if you work your way up to success and influence in your career and organization.

When you reach the appropriate rank within your company, you undoubtedly feel in charge. You are accountable for a lot of what occurs. You must, however, let go a little after establishing your leaders. You must distribute part of that power and accountability to others.

Since they like to feel indispensable, this can be challenging for insecure managers. However, if those in positions of power deny young leaders the opportunity to succeed, they will never succeed. If you want to gain from developing new leaders, give up the spotlight. Once authority and responsibility are being shared amicably, you must also foster an atmosphere in which leaders may have an influence.

Have you abandoned the regulations that stifle original thought and initiative? Do you promote departmental and individual collaboration? Do you assign duties to individuals, hold them responsible, and give them praise when they perform well?

If the answers to these inquiries are affirmative, you have created an environment that allows emerging leaders to perform at their highest level. Don’t give up if the replies are no though. You now understand what a motivating environment looks like. You have the power to improve things. Everyone will be grateful to you for it, including your leaders.

What is superior to one effective leader? The solution is two, three, or even four effective leaders. The outcomes are better when more leaders collaborate. To create a leadership team, you should encourage your new leaders.

If you bring people together at random, it will never win. That may be said of effective leadership. You must be strategic in how you choose members and how you organize their work. Strong leadership teams are made up of individuals with a variety of talents who collaborate to achieve a common goal.

First of all, keep in mind that the absolute top of your corporation is not the location for potential leaders when you’re working on your leadership team. You want leaders who are seasoned, matured, and have proven their abilities. They can start working right away, and it also helps them win the respect of their peers.

Your leaders should also have distinct strengths, following. It is your obligation to make the team aware of these qualities so that everyone in the team is aware of them. You can do so much more when everyone on the team is aware of what each person brings to the table.

It’s also your duty to assign people to positions that play to their talents. Therefore, you might need to rearrange certain things. Make sure that nobody spends too much time performing the incorrect task; it’s crucial that team members have enough time to become used to their new tasks.

Alignment is the final component of a strong leadership team. Your team members’ personal values must align with the principles upheld by the entire organization if you want your team to share the same goals and ideals. For instance, if your company is environmentally conscious, having a boss who has no regard for the environment would make it challenging for the team to cooperate.

Make it a point to regularly communicate the organization’s values and link them to the personal vision and values of each leader. They become excited and encouraging of one another when everyone is aware that they are on the same page and working for the same objective. Leadership teams are greatly improved by this.

We already know that having more people with leadership abilities is unquestionably beneficial. We have also covered the procedures you must follow if you want to create leaders in your company. But you face constant pressure since you are a leader. There is never enough time or money. You can only individually mentor and develop a certain number of leaders.

This may sound familiar to you. And does this imply that your company will never have more than a few leaders? In no way. There is a method for getting around those restrictions. Your organization grows when the leaders you’ve taught begin fostering others’ development.

Your newly minted leaders may and ought to impart their knowledge to others within the company. This results in a large number of capable leaders who cooperate with one another. This implies that your company can do more tasks faster. Additionally, it increases its long-term viability. Imagine a sports team that features a fantastic starting lineup and equally talented reserves. You can rely on everyone you put on the field to perform admirably.

Make mentoring a part of the culture to aid in the development of leadership abilities for everyone inside the firm. Encourage every one of your leaders to mentor a young person. Those mentees ought to eventually start mentoring others. People will continually be teaching and learning from one another in this way. Development and growth will be accepted as the norm.

How will you be able to tell if your leaders are effectively mentoring others? You’ll undoubtedly notice that your performance has increased. However, you’ll also notice such leaders moving beyond their positions. They can eventually let mentees take over their positions if they provide others with the required training. This gives mentors more time for personal growth and career advancement inside the company.

You will know you have created strong leaders when you observe people standing aside and turning over to others below them. People who are committed to seeing progress in themselves, in others, and in the entire business in addition to being good at what they do.

Both vital and difficult to find are good leaders. However, you can create your own. Find individuals with enormous potential and develop them into leaders. You may accomplish this by observing what motivates people, instilling in them the habit of growth, and allowing them to get first-hand leadership experience. Your organization’s success will be pushed by the leaders you develop.

Get to know the folks you are taking care of. People frequently find it simpler to believe in and obey those with whom they relate. This is why politicians frequently make an effort to connect with prospective voters. You should seek advise from a buddy rather than an acquaintance for the same reason. The process of creating leaders is similar. Take the time to get to know the people you want to develop into leaders once you’ve selected them. Be enquiring, attempt to understand things from their perspective, and be curious.

Check out my related post: How can you company build communities?

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