Sumar nuevos talentos que aporten nuevas ideas y visiones, generando valor transversal, es algo muy poderoso para todas las organizaciones. Efectivamente, el calce perfecto no existe, sin embargo los lideres deben desarrollar y fomentar una "Cultura Multidisciplinaria e Inclusiva Profesional" en la organización, en donde convivan estrategias operativas claras, formales, declaradas, conocidas y aceptadas por todos los equipos humanos y sus estructuras para la atracción de talentos y su protección. El valor futuro, que garantiza un sólido crecimiento con la diversificación justa y precisa es un Factor Clave de Éxito que debe ser integrado por todos los liderazgos empresariales y los accionistas.

By creating an environment where they feel valued, supported, and empowered, you can ensure their fresh perspectives drive innovation and growth within the organization. Be open to their approach while providing guidance when necessary. Include them in cross-functional teams to expose them to diverse perspectives. Pair them with experienced mentors to help navigate challenges and build confidence. Provide a comprehensive onboarding process that aligns with the organization’s vision, values, and goals.

Encourage, Empower, Engage and Evaluate! To foster an Inclusive culture and to generate Innovative ideas, one needs to - ➡️ Provide proper onboarding to new joiners. You may provide mentors for them so as to give personalized orientation sessions. ➡️ Align new joiners with organizational vision, mission, values, goals, etc. ➡️ Encourage open dialogue and collaboration between emerging leaders and existing employees. ➡️ Empower them and allow them to make important decisions on innovative practices to build confidence. ➡️ Have informal feedback sessions to guide growth and integration. ➡️ To give a feeling of comfort, belongingness, engage them in projects involving cross functional teams.

In my experience it helps to grow emerging leaders by giving them a specific challenge to show their prowess and drive for change. Supporting them in the background without stealing their thunder keeps them going with surprisingly good performance as a result.

Change in organizational leadership should cause healthy friction if handled well. What does healthy friction look like for an emerging leader? 🎯 expect new leaders to ask questions that challenge existing assumptions 🎯challenge and prep your team to be open to these questions in the quest to incrementally improve your org 🎯set boundaries so leaders stay in their respective lanes but resist the urge to do so too early so new team members have time to stretch outside their area and learn from their colleagues.