By Mark Orpen, CEO at The Institute of People Development (IPD)
Developing and engaging staff with purposeful leadership and management strategies results in an efficient work-force, improved company culture, greater knowledge and skills, and better profits. Capitalising on employees’ strengths and developing skills to overcome weaknesses enhances positive progress.
Effective leaders should engage staff, while implementing a drive for satisfaction with life, resulting in greater performance and role enjoyment.
Management should include Work Integrated Learning (WIL). This could include Just-In-Time on the job coaching, graduate programmes, internships, learnerships and/or shadowing programmes. Skilling your talent is essential. After conducting a gap analysis, a Personal Development Plan (PDP) must be drawn up, which traditionally entails four steps.
- Identify skills needed by assessing skills and identifying strengths and weaknesses.
- Plan, prioritising development needs.
- Action and record, which entails the development of skills.
- Review and reflect; evaluating if the desired outcomes have been achieved.
Management must calculate the return on investment (ROI) and adjust its strategies going forward, where required.
Engagement leads to connection and connection meets our human needs. We become more optimistic, energetic, and are more adept at problem solving. The overarching question is; what do we want our leaders to be? The answer should always be – a force that engages our employees.