Very simply: if you’re a leader, you should also be a teacher.
Actually, I’ll revise that.
If you’re a leader, you already are a teacher. Whether you realize it or not.
The key is to be self-aware enough to teach the right things to the right people at the right time.
This requires understanding your people – their skill level, their preferences for growth and advancement, and the extent to which you can push without overwhelming.
With that in mind, teaching happens in several ways.
By example
Think of the good leaders you’ve had or witnessed. What did they do that made them good?
Think of the not-so-good leaders you’ve had or witnessed. They were teaching, too – and their examples provide insight into what not to do.
Unfortunately, there are those who take the not-so-good examples and follow them, instead of noticing and avoiding the pitfalls.
Which side are you on? How are you modeling leadership?
And specifically
A formal development plan for each person on your team is important – but it’s not always available. (You might be surprised at some of the major corporations I’ve encountered who don’t create individual development plans. Unfortunate, to say the least.)
You know your people (or you should). And you know what work needs to be done. How can you allocate the work in such a way that it’s done well (of course), while also challenging each person on your team to learn?
And even if your organization doesn’t have individual development plans, you can still work with your people to create a plan for each of them, even if it’s not formally recognized by your HR department.
Whatever you choose
Remember that teaching, even if not on your job description (or your personal development plan!), is part of what it means to be a leader.
What are you teaching? What do you want to be teaching? Drop me note and let me know!