and it has the effect of motivating them . Conversely , promotion or selection systems based on favoritism or popularity tend to de-motivate good potential candidates .
Assuming a candidate is motivated and the selection or promotion system is fair , the next step in preparing individuals for new responsibilities is clearly communicating to them what excellence and outstanding job performance looks like in the sought-after position . Once they are imparted with this wisdom , and form a clear realistic vision of themselves performing the new position successfully , they are ready to proceed . It is at this point that it becomes important to help them lay out the path to their goal . For example , if an individual is striving for a management level position , it helps to explain and demonstrate that the activities of management include planning , organizing , staffing , directing , coordinating , reporting and budgeting ( P . O . S . D . C . R . B ). If they can develop and sharpen all of those skills at the desired level , they will be well prepared when it comes time for the potential move .
Once candidates are motivated and they have a clear vision of their goal , it is time for their leader to begin delegating tasks and responsibilities to them in order to help them grow into a new position or role . Delegating does not mean dumping , it means laying out specific tasks for them , explaining timetables and deliverables , and describing expectations for success . Once new tasks have been delegated , the leader should monitor the subordinate ’ s work and help them overcome any obstacles they may encounter . At the same time , the leader should use his or her power and authority to help them accomplish the task . It may also be necessary to let them fail ( without doing too much damage ) so they can learn from their negative experiences , but not become discouraged .
Throughout the entire mentoring process , feedback from the leader to the subordinate becomes critically important . Positive reinforcement and praise of good job performance goes a long way toward building someone ’ s confidence . For example , if while they are working on a well-defined task , and along the way they write a good articulate interim report , letters or memos ; successfully deescalate an irate stakeholder , or conduct effective background research that helps resolve a problem ; let them know about it with ample praise in front of others . On the other hand , if they fail at any stage , explain the reasons for their failure in private , but encourage them to clean up their own messes and let them know we all fail at times along the way .
One of the most important measures of a good leader is the extent to which he or she can put their own ego aside and truly mentor and develop subordinates . After all , future leaders are just as important as present leaders and mentors often acquire intense loyalty from those they mentor .
Chief Dan Flynn has been the Marietta Police Chief for 13 years . Prior to joining Marietta , he served as the Savannah and the Savannah-Chatham County Police Chief for six years . He holds a Bachelor of Arts in Public Administration and a Master of Public Administration . He also holds graduate certificates in Executive Leadership , Personnel Management and Labor Relations , and Total Quality Management . Chief Flynn is also a graduate of the FBI National Academy , Senior Management Institute for Police and Law Enforcement Executive Development Seminar .
How do you prepare individuals for their next promotion or assignment prior to their appointment ?
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