By Dana Phillips.

When you have a Team Member who’s had a leadership conversation with you, has clarified the “Why,” and has set a target date, you are ready to create an action plan. A simple four-step process will usually serve you well.  The first time you set an action plan with her, you will want to know her much better.

1. Ask her questions so you can determine what she knows and where she may need more training. Write down her answers.

  • What are your strengths? These are the areas she feels she does well. When you build her strengths, you’ll build confidence.
  •  What are your challenges? These are usually the areas for more training. You’ll want to address these right away because they will hold her back. If there is more than one, ask her which one is a priority and ask, “May I have your permission to begin there?”  She may need more training, experience, or simply you modeling the behavior she seeks to gain.
  • How many hours are you willing to work each week?
  • What’s your income goal? (divide into # events/appointments needed)

2. Support her in setting monthly goals for both sales and recruiting.  These will help her visualize key activities as she marches forward.

3. Help her make an action plan for the week with the activities she’ll be doing to reach her sales and recruiting goals. Both of you should write down the action steps she will be taking.

4. Schedule daily check-in phone calls to provide coaching on the action plan. Set these calls for a time that works for both of you. The calls are five minutes or less.

By following the four steps to promoting leaders each month, you will have a system established to develop leaders consistently.

Identifying future leaders, setting appointments to have leadership conversations, creating an action plan, and following up every month are the steps to promoting more leaders on your team. Always let your future leader know that you believe in her and how excited you are about her future as a leader on your team.

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