How to Grow Your Next Generation of Leaders
Jul 11, 2023
Talent development, succession planning, growing your next generation of leaders, or whatever you call it in your organization… we know it’s an important topic to many of our customers. We have learned that it means different things to different people.
Karin Hill has been teaching and consulting in this area for over 20 years. She has a wealth of knowledge in leadership development and shares what she has learned working with customers in the Midlands and beyond.
- Investing in the talent you hire and developing your next generation of leaders is really simple concept. Your employees came to you because they saw potential in you and your organization. They thought that your company was the best place for them to invest their time. The return on investment they were looking for was based on their belief that your company would allow them opportunity to earn, learn and grow. If you can deliver on that, you will likely be able to keep your best people. If you do that well people will hear about it. And other people will want to come work for you as well. Recruiting and retention are directly impacted by how your people see their own growth potential within your organization.
- Don’t treat your leadership development program like a state secret. Some organizations create great programs, but they never talk about them. They act like they are only to be spoken of to the privileged few who have earned the right. By doing that, they are hiding the best talent marketing tool they have. If you have a great program, put it in the very front of your recruiting efforts. Make sure every applicant knows your leadership development program exists and what it takes to be able to take advantage of it. Do the same for every existing employee you have. If you show them a path they will follow it.
- Creating a program to develop your employees will likely cost money. Not every organization has a battleship budget for this type of project, and that’s okay. MTC may be able to help. We have worked with a lot of customers using tools like Incumbent Worker Training grants (IWT), or registered apprenticeship programs to make projects like this come to life at greatly reduced cost. Sometimes even being able to cover the full cost of the program.
If you don’t have a leadership development program now, or if you do and you think it might could be improved, please reach out to the MTC Business Solutions team and let’s talk about it. We aren’t the right fit for every organization, but when customers choose us to assist them with projects like this we typically hear; that they did so because we were able to work with them to identify their specific needs and that we helped them build a program that fit their budget both in terms of money and time.
About MTC Business Solutions
MTC’s Business Solutions team works to connect our business customers to the best corporate training and consulting resources available. Our services include Apprenticeships, Consulting and Facilitating, Corporate and Custom Training, Virtual Coaching, and more.
Top Five Points:
- Developing leaders isn't about taking a class. It's about becoming an organization with a learning culture.
- A learning organization incorporates growth and developmental opportunities for employees at every level, including senior management.
- A structured leadership development program makes recruiting and retention easier. It also makes the decision process for internal promotions easier.
- Your people want to grow. If you don't facilitate that growth internally, they will look elsewhere.
- You don't have to blow out your budget to start implementing strategies to grow your Next Generation of Leaders.
Karin M. Hill, SHRM-SCP, MBA, SPHR
Karin acquired extensive experience managing human resources and organizational development departments while working with large healthcare systems, Fortune 500 companies and consulting firms in the not-for-profit and for-profit arenas.
Her HR experience – from entry level to executive - was gained while working for a multi-national chemical company; a telecommunications firm; an outplacement/career development/team building consulting business; a multi-national performance improvement company; and two major Midwest health systems in St. Louis and in Kansas.
She earned her BA in journalism and government from Southern Illinois University and her MBA from St. Louis University. Hill is currently on the Continuing Education adjunct faculty staff for Midlands Technical College (20 years) providing facilitation in the leadership and employee development areas. She also serves as a human resources and organizational development consultant for small businesses in the Columbia area. She holds numerous national training certifications as well as the SHRM-SCP and SPHR certifications.