Tag: feedback

Are you working for an Inclusive Leader?


During a CIM webinar on ‘Encouraging Solutions to Gender Inequality’ Charlotte Sweeney (Inclusion, Diversity, Wellbeing and Change Leadership specialist) presented a slide on the characteristics of Inclusive Leaders. She made the point that during working life, most people will come across just one or two leaders that truly fit this bill.

Inclusive leaders:
Get to know the people in their business personally.

Focus on the quality of work not the number of hours put in.

Help those around them understand the strategic bigger picture and how they fit in.

Help those around them identify their own strengths and encourage them to build on these.

Actively seek out the ones who could make it to the next level.

Are open to feedback on their performance, behaviours and their skills.

During the webinar the question came up: ‘How is this list any different to what we know the characteristics of any good leader to be’?

The answer to this is that an Inclusive Leader understands that every person influences culture. They recognise that diversity is a fact of everyday life and organisations that have diverse workforces thrive because of the different views a diverse team brings. Value is placed on working with people who are different to yourself, and with this comes a willingness to challenge ‘normal’ behaviours or processes which in turn breeds innovation.

An Inclusive Leader recognises that every person can make a difference no matter what their level in the organisation, no matter their experience or career goals, because every individual has something useful to contribute. And when individuals understand how their contribution adds value and supports the achievement of the corporate strategy, the collective ‘pull’ drives the business forward.

Do you work for an Inclusive Leader? Are you an Inclusive Leader?  What value is placed on diversity within your place of work?
Leave a comment below.


How do you nurture talent?

Flower with water droplets on
Nurturing talent is like watching the petals open on a flower
Image by Kprateek88 via Wikimedia Commons

I’ve recently seen a couple of people from past jobs flourish in roles in new organisations. In fact one of them is writing a blog on his new company’s website, where his previous role would never have allowed for this.

It got me thinking about why these people felt they needed to leave their jobs. Of course, everyone leaves their employer at some point and lots of factors influence that such as your team, the company culture, your day to day tasks etc. But a big factor is whether you feel you can develop in your position and if it’s moving your career in the right direction.

So as a manager I began to explore how you could nurture the talent you’ve already got in your team, so that they don’t feel they need to leave (yet) and you’re not left with a recruitment problem. These are my thoughts:

Ask the individuals in your team what their career goals are

If you don’t know their desired path, how can you support their journey?

Flex where possible

If you’re able to adapt team roles and you can explore the possibility of flexing boundaries, then this added level of responsibility or a newly required level of skill, can be the added ‘push’ your team members need to lift them up to the next stage in their career.

Provide as many opportunities for development as you can

Ambitious individuals, and even those who aren’t ‘ambitious’ but need a change, will relish the opportunity to try new things, work on different projects or work in a different environment. If you can’t provide the exact types of experiences they’re looking for, can you arrange a secondment or work shadowing opportunity within the wider business?

If you’re serious about nurturing talent then you’ll agree that it’s better to keep a good team member within the company but perhaps in a different team, then to lose them elsewhere altogether.

Encourage a learning process

Writing a career plan and setting short and long term targets can help focus the mind. If you’re providing additional experiences and flexing the role, it can be a good idea for this to be captured in a ‘lessons’ document or an informal diary.

Give feedback and get feedback from them

Nurture is about giving constructive feedback and encouraging this as a multi-way process. Giving and receiving feedback ties back to looking at this as a learning experience- it’s what the individual does with the feedback they receive that will determine whether their raw talent is developed or not.

Review their goals with them and help set new ones

Nurturing your team is a long term investment and career goals may change over time. It’s important to keep focussed on what is desired so it can be achieved.

Accept that when the time is right it’s OK for them to move on

In my opinion, the best thing to do is to support your team when they’re ready to leave, so they’ll do so feeling happy.

What’s your experience of nurturing talent?