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Strong leaders will help your business grow and enjoy excellent profits. That’s because, as role models, they’re instrumental in helping you develop a performance culture.

To enhance your business with a high-performance culture, it’s important to implement best practices in talent-management.

Let’s say you have employees who have leadership potential.

In essence, employees whom you identify for leadership training – must be developed – for relational talents, coaching, cultural insights and other skills.

Five strategies to develop role models:

1. Avoid mistakes in selecting employees for leadership in your organization.

The biggest mistake you can make is choosing employees based solely on their success. “What?” you ask.

For example, countless companies promote their strongest salespeople into management without enough consideration for essential qualities. Sales abilities don’t necessarily translate into leadership.

Promote employees who possess qualities that demonstrate they’re capable of inspiring others as leaders, not people who are vulnerable to the Peter Principle (people who rise to their level of incompetence).

You see, leaders see the big picture. They’re focused on your company’s overall welfare.

They’re objective in decision-making, they hold people accountable, and they develop trust in relationships.

Typically, just a small percentage of employees in any organization have these attributes. Some people can be developed as leaders, but that’s only a small percentage of employees.

2. Don’t wait to develop potential leaders.

Companies often waste time by not starting the development of key employees soon enough. When is soon enough? The development must begin as soon as you choose employees for low-level management.

Again, as soon as possible, you’ll want to provide new supervisors with insights, tools and skills that lead to leadership. Otherwise, you’ll risk them developing unproductive habits and ideas.

3. Show them how to learn from Socrates.

Socrates, of course, was a classical Greek philosopher who lived from 470 to 399 BC. He’s credited as one of the founders of western philosophy with his approach to logic, which is known as the Socratic Method.

“Know thyself,” is a phrase attributed to him.

To know thyself, employees must learn how to become self-aware. That’s the first step in developing potential leaders.

To know thyself, employees must learn how to become self-aware. That’s the first step in developing potential leaders.

Self-awareness means employees must understand and accept their personal strengths and weaknesses, and manage their emotions in order to inspire others.

4. Motivate your potential leaders to become mature as coaches.

Leaders work with employees to identify and establish goals for high performance. Leaders provide feedback to employees and coach them to higher levels of performance.

All of this means spotting what’s working and isn’t, recognizing growth opportunities, and helping employees to achieve their full potential.

5. Show your potential leaders how to leverage their employees’ strengths for a performance culture.

You and your leaders must become very aware of your employees – their personal strengths, ideals, shortcomings and goals – to influence your culture to become as strong as possible.

All of this necessitates skills in talent management such as communication, decision making, conflict management, enhancement of teamwork, learning and sharing of ideas.

From the Coach’s Corner, related tips on leadership:

HR Retention: Keys to Profit from Cross-Generational Teams — Today’s cross-generational workplaces present a quandary for employee retention. Promote a trust culture that’s appealing to everyone – young and old.

For Best Performance, Inspire Employees with Non-Financial Rewards — Money talks, of course, and is a way to motivate employees. But money is not always the chief motivator. Here’s why with some ideas.

Trending – the 7 Biggest Challenges for Management — In our complex Digital-Age economy with Millennials replacing baby boomers, we can draw some conclusions about developing trends. Management typically faces seven workforce challenges.

21st Century Leadership Requires Authenticity — Here’s how — It’s one thing to be promoted into a management role, but it’s entirely another to be regarded as a leader to inspire a company’s culture. What really matters is knowing how you impact others.

5 Top Leadership Philosophies in Business Management — From Seattle to Singapore, top managers show leadership by coaching their teams to success. They accomplish goals with five habitual philosophies.

Mindset, Best Practices in Strategic Leadership for Growth — Whatever your situation in pursuing growth, the mindset and best practices in strategic leadership means maintaining a delicate balance – preparing for details and keeping an open mind regarding business uncertainty.

“Speak softly and carry a big stick; you will go far.”

-Theodore Roosevelt


Author Terry Corbell has written innumerable online business-enhancement articles, and is a business-performance consultant and profit professional. Click here to see his management services. For a complimentary chat about your business situation or to schedule him as a speaker, consultant or author, please contact Terry.