In my last blog I introduced the SERVE model from The Secret: What Great Leaders Know and Do—the first book I coauthored with Mark Miller that was just released in a 10th Anniversary Edition.
In case you missed it, last time I talked about how the S in the model stands for See the Future and points out the importance of having a compelling vision of the future.
Now I want to focus on the first E in the SERVE model, which stands for Engage and Develop Others. As a leader, you must be able to put the right people in the right roles. This involves making the best decisions when recruiting people for your team. Of course you need to look for specific business skills required by the role—but you should also consider the character of the person. Will they fit in with other colleagues and share common values with the rest of the team?
Once the right people are in place, the best leaders invest in the development of those people. Build an environment where people are so engaged that they dedicate themselves to helping achieve the vision. Create an expectation for learning and growing. Give people opportunities to develop their skills and leverage their strengths by providing ongoing training, mentoring, and other types of growth.
We know from research on employee engagement that as much as three-quarters of employees are either totally disengaged or somewhat disengaged at work—so there is a real opportunity for leaders to make a difference by engaging and developing their staff. Even moving that score a little in the right direction will have a huge positive impact, not only on individuals but on the entire organization.
So ask yourself these important questions: Do I have the right people on board? Am I continuing to help them develop? Have I created an engaging work environment? The answers you come up with are the first steps to ensuring your effectiveness as a leader—and the ultimate success of your organization.
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