The leaders serve as a model for those who are following them. In this Expert Insight Interview, Julie Winkle Giulioni discusses how to build leaders who can build other leaders. Julie Winkle Giulioni is a founder of DesignArounds consulting company, leadership speaker, and a co-writer of a Help Them Grow or Watch Them Go Amazon bestseller.
This Expert Insight Interview discusses:
- Modeling behavior
- Showing effort on both sides
- How to embrace curiosity and Sensitivity
Model the Behavior
Leaders who focus on their own personal and professional growth will be able to help their employees to grow as well. Instead of saying what other people should do, the leaders should show the growth personally to model for the others. Besides modeling, leaders should invest themselves in the development of their employees as well. Employee development does not have a “one size fits it all” solution, so leaders should approach different people differently. Two essential principles for building development are cultivating communication and engineering experience. It is important to create relationships with employees in which you learn their progress through a conversation on a regular basis and not once a year. Through those conversations, you learn what kind of experiences you can help employees to co-create to support further growth.
Two Way Street
Many times, it happens that employees still did not reach that growth level that was expected from them by leaders. In that case, leaders should first examine whether that employee feels that he or she is in the right position and whether the desired skills are learned. If the answer is yes, then the leader should put more effort to bring the employee to a higher level. It is very important to create a supportive and pleasant environment in which an employee feels comfortable enough to show vulnerability and to ask for help. However, employee development is not a one-way street in which leaders constantly push their employees further. Employees as well need to take initiative and to be invested in advancing their careers because it is easier to help someone who shows enthusiasm for it.
Curiosity and Sensitivity
To make continuous improvement a part of company culture, leaders should embrace more curiosity and sensitivity among employees. Nowadays because of the easy access to all the information people became very lazy and less wondering. Leaders who approach their employees in a non-judgmental, open, and curious way encourage that same behavior among the employees. And lastly, leaders who are able to pick up on little cues that something is wrong and to approach employees to investigate and help to find a solution, are the ones who engineer employee development.
Our Host
John is the Amazon bestselling author of Winning the Battle for Sales: Lessons on Closing Every Deal from the World’s Greatest Military Victories and Social Upheaval: How to Win at Social Selling. A globally acknowledged Sales & Marketing thought leader, speaker, and strategist, he has conducted over 1500 video interviews of thought leaders for Sales POP! online sales magazine & YouTube Channel and for audio podcast channels where Sales POP! is rated in the top 2% of most popular shows out of 3,320,580 podcasts globally, ranked by Listen Score. He is CSMO at Pipeliner CRM. In his spare time, John is an avid Martial Artist.
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