Last week we kicked off discussing habits or approaches that can help middle managers be even more effective leaders. How did you go with be a more strategic partner?

The second habit is to be a talent developer. Middle managers are responsible for managing the performance of their teams and developing their people’s skills and abilities. When middle managers create a culture of learning and development, identify their team’s strengths and weaknesses, and provide feedback and coaching to help their team members grow and develop, productivity increases and engagement improves.

As a middle manager, you are responsible for managing the performance of your team and developing their skills and abilities. By focusing on talent development, you can ensure that your team members are equipped with the skills they need to succeed and grow within the organisation. 

The adage of “what if we train them and they leave” is easily countered with “what if you don’t train them and they stay”. It’s a flippant but it is certainly worth noting. Quite simply, having a habit or approach to your leadership that includes being the developer of talent can also improve overall team performance and help to retain top talent.

To be an effective talent developer, middle managers must create a culture of learning and development within their team. This means providing opportunities for training and development, and encouraging team members to take ownership of their own learning and growth.

To become a more effective talent developer, here are some practical tips:

  1. Identify your team’s strengths and weaknesses: Conduct regular performance reviews and identify areas where your team members excel and where they need development. 
  2. Engage your HR, People and Culture or Talent Team to help with a needs analysis for development.
  3. Provide feedback and coaching: Provide regular feedback and coaching to your team members, focusing on their strengths and areas for improvement. Use this feedback to create development plans that are tailored to each team member’s needs.
  4. Encourage continuous learning: Provide opportunities for training and development, and encourage team members to take ownership of their own learning and growth. 
  5. Training courses are considered a major way to develop talent however there are plenty of different methods that can achieve growth and development, One very cost effective approach is to run your own book club.
  6. Celebrate success: Recognise and celebrate the successes of your team members. This will help to build a positive and supportive team culture that encourages growth and development.

What have your team asked for lately when it comes to their growth and development? Rather than say you’ll follow up or “leave it with me”, ask them to do some research into cost effective ways to make it happen.

I’d love to know your thoughts…