Growing Leaders From Within Takes an Intentional Approach

It’s no secret that credit unions, like many industries everywhere, are finding it challenging to hire and retain quality employees. But it’s important to remember that one thing you can control is how well you grow your employees in their careers.

Helping your employees grow will pay off for your institution in so many ways: You’ll have less turnover in key positions. You’ll spend less time training new team members about your brand and how you do things. And you’ll have happier employees who can see that you are trying to help them advance.

This approach has paid off at our organization, Achieva Credit Union, and I’m living proof. After starting 24 years ago as a teller, I worked my way up through the operations side and now serve as COO. I never could have done this without mentors and bosses who took the time to get me the training and experience I needed to succeed.

So how do you effectively grow leaders from within? Here are seven tips that can help:

1. Lead by example, not by intimidation.

By being more approachable, you’ll find that you have more two-way conversations, and you’ll be able to help solve problems before they become major issues. Earn your employees’ respect, but do it in a low-key way that encourages them to offer ideas, get and give feedback, and talk about what they need to succeed.

2. Ask questions.

For someone to grow, they need to constantly get better at making decisions and solving problems on their own. So instead of simply telling your employees the answer to a problem, ask questions designed to help them get to a solution themselves.

3. Encourage employees to get well-rounded experience at your credit union.

In my career, I’ve worked in a wide variety of roles, from member services to mortgage, training and branch management. This experience has been invaluable in my position as COO, and I find that such knowledge is critical for leaders who have wide-ranging roles like market presidents.

4. Document what each employee needs to do to be ready to advance.

Make the time to give detailed, meaningful reviews to employees, and at an organizational level, have succession plans in place, particularly in the higher levels of the credit union.

5. Have everyone in the organization understand that nothing replaces the value of hard work.

We tell our folks that they might not always be the smartest or most talented person in the room, but they can always make sure they are one of the hardest-working employees on the team. This doesn’t necessarily mean putting more hours in – it means that you are spending the time and energy required to solve tough problems and do your part in driving excellent results.

6. Developing women leaders needs to be a priority.

At Achieva, we like to say that if you want something done, give the task to a working mom. But that aside, it’s important to offer as much flexibility as you can for parents, knowing that not every job will offer a tremendous amount of flexibility. And be sure that your credit union’s senior female leaders take the time to mentor women who are looking to move up through the ranks.

7. Encourage leaders to coach junior colleagues.

Sometimes other people see attributes and potential in you that you might not see yourself. So it’s important for team members to have someone they can trust who can guide them in their careers.

A focus on growing your leaders from within is a cultural value that your employees will feel and appreciate, as most professionals list development opportunities and support as a top component of their employment satisfaction. This strategy is also an investment that will pay off for your organization and ensure strong leaders for your future.

Jennifer Galley is COO of the $2.4 billion, Dunedin, Fla.-based Achieva Credit Union.