The first step in Leader Development is accepting that you’re worthy of the task. I know many HR Leaders who feel they’re “second grade” leaders simply because they’re not part of the core business. The perceived step down of power from being a support function can be debilitating.

[Tweet “For #HR to play a role in #LeaderDevelopment, you must value your own power first.”]

So once you have faith in yourself, what are the steps you can take to prepare your leadership team for the future? Here are three steps to get you started.

1. Encourage Their Imagination

This is my favorite and possibly most humorous initiative for leaders. I say this because more often than not, leaders tend to take themselves far too seriously. They end up believing that being funny or childish diminishes their power of authority. But I find it to be the opposite.

Good ways to encourage leaders to use their imagination is to have them do activities that they could implement with their own teams. Whether it be Team Building Activities during quarterly meetings or running a chain of emails to get to know one another better by asking “silly” questions, there are always ways to do things out of the box.

2. Stop the Team From Self Destructing

Even the most well built leadership teams face the Danger of Self Destruction. Because so many teams are developed based on who’s available at a certain time rather than bringing people together based on skills required to complete a goal, they simple don’t function as they should.

As an HR leader, you must ensure that they

• are a Real Team,
• have Team Charter,
• implement Team Governance, and
• conduct Regular Team Meetings,

so that they can collectively work towards a common goal.

3. Arrange for Networking Opportunities

We often focus on the importance of networking for team members but regularly neglect the need for creating opportunities for leaders. We assume that because of their experience and connections, they network as frequently as they should. However, because of their insanely busy schedules, they’re the first ones to avoid going to networking events.

For your leadership team, you must arrange for networking opportunities which are lucrative and attractive for making business connections. This could be in the form of round table conferences or cross industrial Leadership Outbreaks, but as HR it’s your responsibility to promote and push (if necessary) your leadership team to attend these events.

As an HR leader, you’re an enabler. You’re key role is to create opportunities for leader development by bringing out the traits that already exist with in them. Join the community to keep getting ideas on how to groom your HR team and if you have any ideas make sure to share them below!