Here in Flagstaff, the workplace landscape is evolving. Our local businesses are seeing that today’s employees seek more than just steady employment. They want opportunities for growth, meaningful work, and leaders who understand Northern Arizona’s unique business environment.
To attract and retain top local talent, organizations need to rethink their approach to developing leaders. It is no longer about following a standard template—it is about empowering employees to grow and lead in ways that reflect both their values and our community’s needs. Organizations that adapt to these expectations are better positioned to build strong, lasting teams in Flagstaff’s competitive job market.
Connecting Leadership Growth with Employee Goals for the Coming Year
Let us explore effective ways to connect leadership development with employee goals to build a motivated and productive workforce.
Finding new ways to lead in a multigenerational workplace.
Today’s workforce is more diverse than ever, with baby boomers, Gen X, millennials, and Gen Z all working together under one roof. Each generation brings different expectations and communication styles to the table.
For instance, millennials and Gen Z value continuous learning and personal development over traditional corporate benefits, while baby boomers and Gen X prioritize job security and stability.
To create a unified team, you need to adjust how you lead. One powerful tool is mentorship programs that pair younger employees with more experienced mentors. These relationships offer valuable guidance and fosters a sense of support and recognition. This helps younger employees grow faster in their careers.
At the same time, seasoned leaders can benefit from advanced coaching programs focused on strategic thinking and leadership skills. This can include executive coaching sessions focused on improving their strategic thinking, decision-making, and leadership skills.
Such programs can prepare these leaders to handle higher-level responsibilities and to lead teams with greater confidence and skill. Encouraging these leaders to mentor younger staff can also create a knowledge-sharing environment that benefits everyone involved.
Incorporate employee feedback in leadership training.
Modern employees want to be heard. In fact, research shows that 80 percent of employees who receive meaningful feedback say they are fully engaged.1 Thus, adding employee input to leadership development strategies promotes inclusion and motivates the team to get on board.
Gain feedback from staff by conducting surveys and meeting individually to understand what your employees expect from leadership. Ask specific questions about communication styles, support for career advancement, and the challenges they face when working.
For instance, after analyzing the feedback, you may find that many employees feel overwhelmed by rapidly changing technologies and seek more guidance on how to adapt to new tools. They may also express a need for improved communication from leadership about project goals and company expectations.
Use these insights to create training that emphasizes effective communication and team support. This might include sessions on setting clear expectations and helping teams adapt to workplace changes, ensuring everyone feels supported and valued.
Place importance on soft skills.
The digital revolution has made soft skills like emotional intelligence, adaptability, and empathy more important for leaders. As remote and hybrid work grows, leaders need to handle these changes carefully. Research shows that 78 percent of senior leaders understand the importance of showing empathy.2
This is especially true in fields like the service industry, where the pressure of deadlines and the need for collaboration can create a high-stress environment.
Consider a small business team during the peak tourist season. As visitor numbers rise and deadlines tighten, team members may feel overwhelmed balancing customer service with daily operations. A leader who demonstrates emotional intelligence can recognize the signs of burnout and take action to support the team.
To further support their team, a leader may suggest the redistribution of some tasks to lighten individual workloads and offers flexible work hours to help accommodate personal commitments. When you equip your leaders with these vital skills, you can create a more connected and engaged team better able to handle organizational changes and challenges.
Promote continuous learning and growth.
The idea of learning and development is changing. It is no longer just about attending formal training programs or workshops. Today, employees want easy access to learning resources whenever they need them. They also want chances to learn new skills or improve existing ones.
According to a LinkedIn report, 94 percent of employees said they would stay longer at a company if it invested in their career development.3 This shows how important it is for companies to support their employees’ growth.
Invest in a learning management system (LMS) that provides various educational resources. These could include leadership courses, skill-building modules, and online training sessions. Encourage your leaders to participate in these programs and be role models for professional development.
When leaders actively engage in learning, it sends a strong message to the rest of the team that the company is dedicated to everyone’s professional growth.
Promote transparency and communication.
Transparency is important for effective leadership development. Employees want to understand how they can grow within the company and what leadership roles they might pursue. Providing a clear leadership path and maintaining open communication helps boost employee morale and decrease turnover rates.
When employees see opportunities for advancement and know what it takes to reach those goals, they feel more engaged and committed to their work.
Develop a clear and transparent leadership roadmap that shows the criteria for advancement within the company. This roadmap should detail the skills, experiences, and achievements needed to move into leadership positions.
Additionally, consider hosting quarterly town halls or team meetings where you can discuss possible people opportunities and employee achievements. These gatherings can also feature success stories from advanced careers. Hearing about these real-life examples can inspire and motivate others to pursue their growth.
Align leadership development with organizational goals.
Your leadership development strategy should be closely connected to your company’s long-term goals and values. It should not operate in isolation; instead, it should reflect the organization’s overall mission. For example, if your company prioritizes innovation, customer satisfaction, or sustainability, your leadership programs should embody these values.
This alignment helps ensure that future leaders understand and can effectively promote the company’s vision as they grow in their roles.
Collaborate with your senior leadership team to identify the core competencies and values crucial for achieving your company’s strategic objectives. These might include skills like effective communication, strategic thinking, or a commitment to ethical practices.
After identifying these key skills, develop ways to strengthen them through hands-on training. For example, if building stronger customer connections is your goal, help your team enhance their people skills and problem-solving abilities.
Investing in your team’s growth lets you create an environment where everyone can thrive and contribute to Flagstaff’s business community.
Lead your company to success with Performance Staffing
We understand that strong leadership that resonates with employees is the key to a thriving business. Align your leadership development with your team’s expectations, and let Performance Staffing help you establish a strong foundation for sustained growth, innovation, and engagement.
Let us provide the staffing solutions that put the right leaders in place, driving your organization forward. Reach out to us today and lead the way to a future full of success and opportunity!
References
- McLain, Denise, and Bailey Nelson. “How Effective Feedback Fuels Performance.” Gallup, 1 Jan. 2022, updated 19 Jan. 2024, www.gallup.com/workplace/357764/fast-feedback-fuels-performance.aspx.
- Bonterre, Michelle. “Empathetic Leadership: How to Go beyond Lip Service – Harvard.” Harvard Business Publishing, 30 Nov. 2023, www.harvardbusiness.org/empathetic-leadership-how-to-go-beyond-lip-service/.
- “Developing Employees & Improving Performance | LinkedIn Learning.” Learning.linkedin.com, learning.linkedin.com/resources/career-development/develop-employees.
