Hoping to future-proof your tech company? Your leadership pipeline is a good place to start. Without a strong team of capable leaders, even the most innovative tech companies are at risk for failure.
The problem? Leadership is one of the top talent issue facing organizations around the world. To solve this growing challenge, it’s important to start from the ground up and build leaders at every level. Whether your company is big or small, empowering employees at every level to take the lead can pay off big in the long run.
Here are a few ways you can develop the next generation of leaders at your tech company.
Help Them Learn
Millennials, now the largest segment of the U.S. workforce, rank training and development as the #1 most valuable benefit an employer can provide. Rather than reinventing the wheel, take a note from top tech companies like Salesforce, Yelp, and Adobe who have all taken the time to build dynamic learning initiatives for next gen leaders. Consider launching an employee-to-employee learning program or adopt a growth mindset throughout your company. There are endless ways to empower your people to learn and grow.
Back Off a Bit
Easier said than done, but resist the urge to keep a death grip on all projects. When it comes to empowering every employee to become a leader, there’s really no need to micromanage. One of the most important gifts you can give your team is trusting them to make the best possible decisions. Of course, reinforce the fact that you’re around for questions or to act as a sounding board, but ultimately, they hold the reigns.
Set Clear Expectations
Of course, before you let these leaders of the future run wild, you’ll need to clearly communicate expectations. Your team should have a clear understanding of when it’s time to take the lead and when additional oversight is needed. Write these expectations down, discuss them with your team, and gain buy-in before any work begins. Leaders must be held accountable, and the same goes for your leaders-to-be.
Encourage Self Awareness
Leadership style varies from person to person, and it’s important for your future leaders to identify what works for them. Give your team the time to explore their specific strengths, opportunities for growth, personality quirks, and communication styles. This will not only help your future leaders learn more about themselves, but also the people around them and how to best manage relationships moving forward.
Want to attract and retain top talent? Make sure that developing leaders at every level is a strategic imperative. If you need help finding the future leaders of your tech company, we can help! Get in touch with our team of talent experts today.