Great Leaders Create Great Leaders

It’s not just a coincidental outcome, it’s part of the job.

- Freddie Achom

You can’t judge great leaders by their salary, or how many years of experience they have under their belt — that’s only part of the picture and not even a telling one at that. If you want to identify great leaders, look no further than their teams.

Assuming the responsibility of developing internal talent is what separates the bad from the good, the good from the great. All leaders understand the importance of attracting top talent, but what you do with that talent once they’re officially on your company’s payroll is what truly matters.

Are employees being nurtured into leadership positions? Or, for those not interested in titled positions per se, are they being supported in forging their own path within the company? If not, that’s troubling, for both the workplace and its leaders.

LEADERSHIP ISN’T JUST A TITLE

Acquiring and retaining top talent is not just good for morale and for the company’s bottom line, it should be enmeshed in the business strategy. This is where leaders often run into problems. They believe that employee happiness— and, therefore, retention — is tied into gimmicky perks such as company-wide happy hours or free office snacks, but it’s not. Employees want job security, health insurance, and unlimited vacation. Additionally, they want professional development, and this progress is your responsibility.