Promote Employees to their Potential
As a leader, your responsibility is to pull people up and promote employees to their full potential. But sometimes, our natural inclination to surround ourselves with those who are like us can hinder progress. In the face of affinity bias, it becomes crucial for leaders to pave the way for diversity and create growth opportunities.
In this post (clink link to go directly to information):
- Podcast and Video to Promote employees to their potential.
- Promote employees to their potential.
- Strategies to Promote Employees to their Potential
- Create a Pathway for All to Employee Potential
- Giving Everyone a Stake
- Knowing When to Let Go
- What Can I do NOW to Make My Contribution Count
Podcast and Video to Promote employees to their potential.
By Suzanne F. Stevens, Conscious Leadership and Social Contribution Cultivator, Founder, YouMeWe Social Impact Group Inc., Part of the Nobody Wants to Work Series.
Promote Employees to their Potential
Norah Odwesso, a conscious leader, I had the pleasure of interviewing for the YouMeWe Amplified Podcast when she was the Public Affairs and Communication Director for East and West Africa. Norah began her career in accounting but soon realized her desire to connect more with the community. To pursue this passion, she transitioned into the field of public relations, seeing it as an avenue to make a meaningful impact.
Norah’s journey wouldn’t have been possible without the support and investment of her company. They recognized her potential and provided the necessary development opportunities. Fast-forward to today, and Norah holds the esteemed position of Senior Director of Social Impact at Coca-Cola in the United States.
Strategies to Promote Employees to their Potential
1. Creating a Pathway for All
To promote employees’ potential and foster their growth, leaders need to create a pathway for diverse individuals to access leadership positions. This might require innovative approaches to work and organizational structures. A conscious leader’s role involves identifying talented individuals from the organization’s talent pool and nurturing them for future leadership roles. By offering continuity and grooming candidates with the desire, acumen, and capacity to lead, leaders can build a diverse pipeline of talent that propels the organization forward.
It will be critical to Provide mentorship or sponsorship for people who do not see themselves among the leadership team.
2. Giving Everyone a Stake
While it’s common to provide shares to organizational leaders, extending this practice to all employees can promote a sense of ownership, loyalty, and accountability. By making every employee a financial stakeholder, leaders distribute both the obligation and opportunity to contribute meaningfully to the organization’s success. This inclusive strategy fosters a culture where every voice is valued and every effort counts.
3. Knowing When to Let Go
Let’s talk about something entrepreneurs can relate to – not letting go. Entrepreneurs often find it challenging to delegate and relinquish control. But sometimes, for the betterment of the business and its impact, leaders need to recognize when it’s time for someone else to take the helm.
When grooming a successor, it can be tempting to seek someone who resembles us. However, actual growth and innovation come from embracing diversity of thought. Purposefully attracting individuals from different backgrounds, races, cultures, sexual orientations, and abilities adds fresh perspectives and drives organizational evolution.
Look for a successor who shares aligned values, vision, and mission, but don’t shy away from their distinct strengths, experiences, and personalities. Remember, some of the best partnerships thrive on shared values but contrasting personalities – just ask anyone who’s married!
Promoting diversity and growth as a leader requires conscious effort and an open mind. By creating pathways for diverse talent, giving everyone a stake in the organization’s success, and knowing when to let go, leaders can drive innovation, foster inclusivity, and build a sustainable future.
Regardless of your organization’s size, always think about who you can pass the reins to. And just as importantly, would they want the reins? Preparing more than one team member will allow options as you grow.
What can you do now to make your contribution count?
As a leader, you have the power to shape the trajectory of your organization. Embrace the lessons shared here and commit to promoting diversity and fostering growth. Seek opportunities to develop and empower diverse talent, ensure everyone has a stake in the organization’s success, and welcome fresh perspectives that challenge the status quo. From here, you can create an organization where every voice is heard, and every individual has the opportunity to thrive.
I would love to hear how you recognize your employees. Please share below so we all can elevate our Conscious leadership practices.
Let’s do this! 