Do you still do things in the same way you did last year? Or Do you even do same things?
I guess not! Definitely not, if you are to keep pace with the rate of change.
Who would have thought of cloud a few years back? Collaboration tools, such as Microsoft teams, One Drive, Box.com, Slack, Zoom etc. were not even around few years back. Remote teams, flexi timing and other new HR initiatives also require employees to learn newer and better ways of contribution.
All this makes a leader’s job even tougher. It would be easier if things were not so fluid and dynamic, but that is not the case.
So how can a leader make sure that his teams continue to perform at their best. People have a lot of expectations from L & D teams, but they alone cannot decide what employees need. Managers need to spend enough time understanding market needs, expectations, employee needs. Many time L & D leads complain that business teams don’t spend enough time to utilize the budgets and business people complain that L & D teams don’t get the best resources. I always see there is a void here and need to be filled.
I suggest that the leader must urge each manager to take equal ownership of developing their own team, and the following are the key reasons:
- Only the manager knows the team
well, in terms of the
- Inclinations & Preferences
- The manager has the full responsibility of driving the team to their best performance
- The manager is expected to work with the team for their short-term and long-term goals
- The manager must also align the team with the “Big Picture” and make them ready to support their part in it.
- The manager is closer to the ground activity, compared to the leaders and is the best to assess the development gaps.