HR Advisors Group has been focusing on leadership development and the importance of organizations making investments in this area. I attended the American Waterworks Association’s (AWWA) Annual Conference last week in Denver, Colorado and participated in a series of topics on “Workforce Strategies that Really Work.” One of the speakers talked about developing a Leadership Program for “front-line” supervisors for water utility companies in Colorado. I was impressed by this program because not only did it focus on front-line supervisors, but being a technical field, it emphasized soft skills training which is something that often gets overlooked when evaluating the bottom line. We talk about Leadership Development in many different way and forms, but what I think that can be extrapolated from this program at any organization is to start with the very first level of supervisors or managers and engage these individuals early-on in their careers. Focusing on their development earlier rather than later can lead to positive outcome for all involved.

So, how do you begin the process? There are tons of leadership programs out there in the marketplace. You can buy them off the shelf, send your folks to external programs, conduct management type-retreat programs, develop in-house, or hire consultants like HR Advisors Group. Find the fit for your organization, as one-size does not fit all. Another thing to remember is that it takes time to mold, grow and develop leaders. Some people are naturals at managing people, while others struggle their entire careers. We have high expectations of our supervisory and management staffs, but we’re only human and making mistakes is part of the development process. But, not training your potential leaders, particularly the front-line that are out there day-in and day-out managing employees, is a huge risk and liability for an organization.

Next time you have a meeting with your newly hired or promoted supervisors and managers, ask them what they think. What do they believe is needed in the organization? What areas of management do they believe are critical to the success of their positions? Getting their involvement and feedback could be the next best thing you do for your people and the organization.

So, if you are thinking about developing a leadership development and/or management skills program, think about the green, young and/or newly appointed individuals who are managing your human capital or the most prized assets of the organization. What resources can you provide to them in order for these individuals to be successful for you!