How to identify your future leaders

How to identify your future leaders

We know from our extensive experience of delivering leadership and management apprenticeships that while one team member might be best at what they do in their role, this does not automatically make them the best person to manage others doing the same work. There is an old saying that goes ‘that leaders are born, not made’, well at Paragon Skills we do not believe that to be true. If you take the time to identify the right people to lead your business, we can pair them with the right apprenticeship training to develop their leadership and management skills, knowledge, and behaviours that will excel them in a leadership position within your business.

A well-trained manager can have a huge impact on your business, they can impact engagement, retention, motivation, and productivity through the employees they manage. It is so important to work with managers to develop their skills and work with their technical ability and experience within their job role, so they are best placed to get results from their team. What sometimes can be seen as underperformance by an individual manager, could actually be a lack of training and coaching to develop their managerial skills.

How To Deliver A Clear Pathway for Progression

Without a strong sense of progression, your team is at risk of losing motivation and looking for opportunities elsewhere. Whether your business is looking to expand your leadership team or to develop and upskill management internally, offering a clear pathway for progression is crucial to both upskilling and retaining talent.

An effective career progression framework offers your team clarity and gives them a sense of meaningful progression. It stops them from feeling like they’ve stagnated – and the subsequent risk of them being demotivated or looking for progression opportunities at other companies. Finally – and most importantly it shows them that you’re invested in their personal development. An apprenticeship in leadership & management is the perfect investment in your future leaders and your business’s future.

Set out the pathway:

  • Set out clearly defined levels, roles, experience, and competencies.
  • Consider the personality and behaviour characteristics of the employee you plan to upskill, including their experience and skillset.
  • Set out a guide to the training that is available to them, and investigate the additional support they require to progress within the company.

It is so important to make clear progression pathways that mark out senior leader responsibilities. Then ensure you get senior leadership involvement; this is critical for senior leadership to lead by example. The credibility of the progression pathways set out will depend on your managers’ mindset around training, and how they see their senior leadership commitment to CDP can shape the way others view the need for CDP/training.

Remember that as a decision-maker it is also down to you to focus on the identification, development, and retention of the most talented employees within your business.

To start a discussion on this with our training experts get in touch today on 0800 783 2545.



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