IT Management Slideshow: How to Build Future Leaders

By Dennis McCafferty  |  Posted 11-10-2011

Establish terms of engagement

Make sure you agree with respect to confidentiality, processes and goals.

Establish terms of engagement

Align goals with organizational strategies

Individual development targets should match specific company objectives.

Align goals with organizational strategies

Conduct person-to-person research

Interviewing direct reports/colleagues about work approaches, advancement potential, personal approach, etc. will establish full view of future leader's developmental needs before coaching begins.

Conduct person-to-person research

Set the tone

Your own energy, empathy, preparation and techniques should model trust/professionalism/authenticity aspirations of your future leader.

Set the tone

Find a safe place

Locate coaching sessions in neutral areas where conversation can flow freely without concerns about others listening in.

Find a safe place

Don’t look to provide answers right away

Initially, coaching is about listening and discovery. Focus on answers in later sessions.

Don’t look to provide answers right away

Expect occasional tension

If professionally managed, it can positively fuel a sense of developmental challenge in your future leader.

Expect occasional tension

Explore with open-ended questions

Not "did you ...?" But "how did you ...?"

Explore with open-ended questions

Encourage insightful disclosure with positive language

"That's a very intriguing point. Tell me more ..." or "Sounds like you've been putting a lot of thought into this idea. Let's discuss it further ..."

Encourage insightful disclosure with positive language

Tell your own stories

Sharing makes you more real and reminds future leaders that you once walked in "their shoes."

Tell your own stories