How do you grow people into leaders?

Colleagues,
 
Yesterday we looked at four “essential” but often underappreciated leadership skills. Building others’ leadership capacity was on that list and today we look at an MVP (minimally viable product) for doing so.
 
Four years ago, several colleagues and I published our findings on four actions school principals used to build others’ capacity. I’ve adapted these a bit to fit a broader audience:

1. Identify potential leaders: This includes people who may have different leadership styles, or who we may not think of as leaders but have a specific talent that contributes to leadership. One challenge in diversifying leadership is recognizing potential in people who don’t fit into our heroic stereotypes. 
2. Create opportunities: Align the person’s skills to a specific organizational need. Think about the degree or support/independence that makes sense. Provide clear expectations for outcomes, process, and getting support.
3. Provide continuous support: This may be extensive or minimal, formal or informal, based on the person’s ability and comfort. 
4. Facilitate role transition: Help people think of themselves as leaders, understand how to lead in the positions they currently occupy, and how to navigate leading peers.

 
There will be people who move into leadership positions without intentionally being developed, but developing a diverse pool of more leaders with higher levels of competence requires intentional efforts, skills, and strategies.
 
Consider these questions:

• Who is someone you could grow? 
• What task or outcome aligns with their skillset?
• What kind of support will they need?

 
Do good and be well,
 
Frederick