Merge's Blog

Enhance leadership development by thoughtfully communicating long-term plans

In my last instalment in this video series on employee leadership development, I explained how showing your people that you’re vulnerable will create an atmosphere in which continuous learning is encouraged and supported.  Today’s strategy is to regularly share information with your employees on your organization’s long-term goals and plans.

Let your employees know about long-term goals and plans

There is an old saying – “If you don’t know where you’re going, don’t be surprised if you don’t get there.”  And it certainly applies here.  If your employees don’t know what your goals and intentions are for the long-term, then they will not be in any position to help you get there.  In fact, they may inadvertently work at cross-purposes to your plans, simply because they don’t know any better.

But … if you share this information with them frequently and regularly, then the opposite will happen.  This knowledge will give them what they need to actually help you get there.  And the side-benefits will be just as significant.  When your people understand the big picture in your organization and get involved in making it happen, they become vested in process.  They are excited and enthusiastic.  Their actions are thoughtful and deliberate.  They learn more about your company and they grow as individuals and leaders.

So schedule regular update meetings or town-hall meetings with your employees.  Share your strategic vision for your company.  Tell them about your one-year plan, your five-year plan, and your ten-year plan.  Show how your organization has progressed forward (or not) against previous years’ plans.  Let them ask questions.  Celebrate the successes.  Learn from the failures.  Leadership development is an essential component to the long-term health of your organization, and this strategy is a specific and very powerful way to get there.

What are you doing in your organization to communicate long-term goals and plans with your employees?  Are you finding that this knowledge sharing contributes to their leadership development?  I’d love to know more about your success (or failure) in this regard.  Please share by commenting below.

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