Creating a pipeline of trusted talent ready to step up and take on more responsibility would create a great advantage for you. Your organisation will be more likely to give you more responsibilities and new projects to work on if they know that you’ve trained talent to backfill the work you’re doing.
These questions will help you get on the right track:
Do I have a clear description of what it takes to be defined as talent with potential in my technical domain? Do I need to work with other senior colleagues to develop such a profile?
As I interact with junior talent on projects, how do I make time for discussion of their aspirations? What are the most effective questions I could ask them in these conversations?
How aware am I that many experts find it difficult to articulate what professional growth is? Am I aware that I might need to help them by socializing the Expertship model and by sharing this book with them?
What opportunities for professional growth via shadowing or places on projects might periodically be available that I can offer to high-potential talent?
Did you find this tip helpful? You can find many more in our book Master Expert: How to use Expertship to achieve peak performance, seniority and influence in a technical role.
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