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How do I go about developing my future managers?

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While there is no lock-step plan for Management Development, here are a few good steps to incorporate:


  • First of all, target potential candidates. Be sure to take into account cross-functional assignments or promotions, as well as your highest-potential employees. Also look outside your organization.
  • Next, create a development plan. Be specific in the methods you will use to groom your candidates.
  • Sponsor professional development. Provide an educational system whereby excellent management skills can be attained.
  • Provide mentors. Job shadowing, or placing the protégé with an employee who is already a strong contributor, gives candidates hands-on guidance and feedback, as well as the opportunity to benefit from seasoned insight.
  • Challenge the fold. Providing increased opportunities and tasks can push employees to further develop their abilities.
  • Evaluate the results. Management Development is an active process that must be monitored, especially as organizations and personnel change.

Also, consider seeking a mentor yourself. Nothing will teach you how to mentor others better than by being mentored yourself. You’ll learn what works, what doesn’t work and what tools can help pass along the same type of learning experience to others. The bottom line is that if you don’t have a vision for where you’re going, you might not like where you end up. Good planning is a definite strength of winning organizations. Forward-thinking leaders will always plan for tomorrow today.



Next Page: What are the defining characteristics of a good potential manager?

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