With technology and HR systems innovating at a galloping pace, we are also gaining more insight into individual performance. By harnessing employee data, we can identify top performers early on, understand what makes them successful, and use that knowledge to improve everything from the personalized career paths to recruiting practices.
The smarter our systems become, the more time managers will have to focus on employee development. According to a recent survey, managers at all levels spend more than half their time on administrative coordination and control tasks. As developments in artificial intelligence begin to automate many of these tasks, managers will have more bandwidth to spend on employee development.
Some companies are investing in one-on-one training programs to help employees develop “soft skills” like peer-to-peer communication, public speaking, negotiation, and expectation setting. Aaron Feinberg, an executive coach and leadership trainer, works with companies of varying sizes and industries to help their employees develop greater emotional intelligence—skills he says are the backbone of a great leader.
“As a manager and a leader, one of your most important responsibilities is to motivate your employees. You can’t do that if you haven’t built trust and rapport with them using your emotional intelligence skills–getting outside of yourself and thinking about them,” says Feinberg. “Through active listening, open questions, and encouraging self-awareness, you can find out their internal motivations, and help them live their values.”
Identifying personal leadership style and individual strengths will help employees become better leaders and assist those they work with or manage become better leaders themselves. Through focused training programs, whether in a group or one-on-one setting, and better insights with the help of technology, we can help all managers and employees reach their full potential.