An obvious 'truism' – the best analysis and planning cannot succeed without implementation. This is also true of so many other aspects of business as we know it today, and yet the implementation phase is so often given 'short shrift' in our planning.

There's an extra penalty in the case of Potential Development programs, for the implementation phase is largely out of the hands of the Leader/Manager, who is, at the least, an equal partner in the final outcomes. How can we safeguard both our current investment of time and effort as well as our future prospects?

Experience has demonstrated that it's not enough to be just a 'cheer-leader'. Left to his/her own devices, even armed with the most impressive of plans, the average staff member will fall off the wagon. Why? The answer's simple enough to understand – as organizational leaders we recognize and reward immediate results above all things. Future considerations come in a very poor second, if ever at all.

To start, do the important work up front. Plan an implementation program that has built-in rewards of its own. Plan to recognize every development success as well, if not better, than you recognize current results, and perhaps you'll have a chance for success. For certain you'll change the short versus long term balance in your eventual favor.

Then make the 'score board' highly visible. I remember well being completely surprised by a colleague who announced he had just been granted an MBA degree, aided and abetted by the company over a four year period. No one even realized he was studying for an MBA. Imagine the excitement and interest that this news generated in the rest of us! Four years wasted!

The process for implementation is straight-forward. First create a shared vision in the minds of both individual and supervisor – what it will look like when it successfully completed? Next, connect each outcome with other independent yet related events, like organizational objectives, standards and goals. Make a clear linkage between the two.

A vital step is to 'tailor-make' the plan components to the individual's real experience. It is critical that the individual see each attained step as a personal success , so peg each one to existing successes. Historical, current and future 'realities' are all valid and equally compelling. This is more easily accomplished if the total program is broken down into bite-sized pieces. The last point is to reinforce each success in as many imaginative ways as you can – the prizes don't need to be big if they are a pleasant and unexpected surprise.

To support the implementation, there are another five points for consideration. The most important of these is to show interest in the program 'roll-out' by volunteering your services as Coach. Coaches don't just stand on the sidelines yelling encouragement, they do their best work during rehearsals and practice sessions. It's the same for Potential Development!

There is a role for the cheerleader, and that's to affirm any and all good moves, spontaneously and with noticeable enthusiasm. In the apparent desert of self development, these are the oases or water holes. Speaking of water, there are many times when the leader / manager must be 'a river to his / her people', bringing needed resources and sustenance in due season. Be there to provide options and to revitalize energies when called for – but not until!

The leader / manager can and should also be a mentor to those (s)he would nourish. One of the most valued attributes of a mentor is to act as a sounding board and to reflect wisdom through gentle, supportive questions. Then the final role will have true merit – that of devil's advocate, helping the individual to explore the consequences of intended action, and acting as the conscience necessary to all good decision making. Challenge must be earned by support. The outcome is that the leader / manager steers the process to desired results, everyone wins, and all is achieved with minimal effort and optimal benefits.

There's more help available on the Andros website – Staying in Touch section. Remember, to look after your future interests, this is the hallmark of the truly effective leader / manager. If you'd like to discuss any or all of this, in more detail and within your own special environment, please contact us.