Imagine if at one key point in the year leaders sat down with their employees to:
- take stock of what has been gleaned in the past year,
- talk about new markets or services and where their business is heading,
- identify and welcome people who have joined the organization,
- ask about special skills employees could bring to the organization - if asked,
- explore the full range of talents the organization has to draw upon,
- pinpoint what is important to learn on going forward and then
- discuss how employees will support each other so new skills become entrenched
Imagine if leaders took the time to nail that down... can you imagine the positive outcomes it would create?
For a start you'd have people crystal clear about the direction the organization is heading in, the importance of continual learning, employees' talents, (often hidden because they don't directly relate to the job at hand), would be brought to the surface for access and recognition.
When leaders talk about the value they see in building knowledge and skills, people frequently seek out opportuntiies to expand upon their capabilities - informal coaching and peer guidance often emerges, along with staff-initiated mini training events.
This focus on building capacity is also an amazing way to build engagement. When people are lined up behind a common goal or focus their attention of gaining new knowledge, a synergy emerges which in turn helps to solidify and strengthen working realtionships.
So if you want to enhance your talent pool and build engagement simultaneously, you may want to consider a focus on personal growth as a goal for each of your employees.
