“It is a terrible thing to look over your shoulder when you are trying to lead – and find no one there.” – Franklin D. Roosevelt.
To begin with, the leaders must be passionate in developing leadership through mentoring. They should not pay lip service towards leadership mentoring. There should not be any apprehensions that employees would leave the organization after acquiring the training. The learning curve should grow consistently. As individuals like to learn and grow for their professional survival and success, similarly the organizations must be prepared to learn and grow for their organizational viability and visibility at the global level. Besides, leadership mentoring helps the companies to stay competitive and productive.
The leaders should set personal example by becoming role models. The communication must be clear to avoid any misunderstandings within the organizations. They need to create conducive organizational climate and culture for leadership mentoring paving the way for organizational mentoring and organizational excellence. They have to demonstrate their firm commitment in this regard.
Above all, regularly measuring, monitoring the leadership mentoring is necessary. It helps the leaders to check the effectiveness of leadership mentoring training in the organization. If there are any gaps, the same can be aligned effectively for reaching the desired goals and objectives.
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1 comment:
A person who can make a decision is a thinker, a person who can act on his decision is a Doer, but a person who can make a decision, act on it, and stick by his decision is a Leader
Leadership lessons I've learned is that immediately before a great victory, one will often experience some form of difficulty. The key is to maintain your focus and keep on believing
kalyan
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