Rodney Tippit - Common Talent Development Mistakes

Rodney Tippit has worked in the furniture industry since 1992 and he has managed talent development among his many roles over the years. When professionals like Rodney Tippit take on talent development for the first time, they’re bound to make mistakes. What sets these professionals apart is their willingness and eagerness to learn. If you’re approaching a talent development role, be prepared to make some mistakes and watch out for common, avoidable ones like those below:

• Not Holding Leaders Accountable – When you’re in a talent development role, you’ll often manage leaders with their own teams. Make sure that you remind your leaders that talent development is among their top priorities and, if you notice a leader struggling, address the problem. Talent development should be a solid part of your business practice and, like any other responsibility, you must hold leaders accountable for working toward it.
• Not Focusing – It’s easy to write “talent development” on a list of goals and to then get sidetracked. If you want talent development to succeed, though, you need to focus on it. You’ll need to manage talent, reward creativity and encourage positive outcomes in all team members.
• Not Assessing Performance – Creating a talent development strategy and implementing it is great, but it will do no good if you don’t assess it regularly. You must make sure your program is performing and, when it isn’t, assess why so that you can fix it.

If you’re nervous about a talent development role, consider seeking a mentor. Contact professionals like Rodney Tippit in your area and tell them that you’re looking for someone to speak with. Chances are that you’ll get a reply.

Rodney Tippit - When to Change Leadership Style

Rodney Tippit is an experienced leader and manager who has worked with various large furniture companies for more than two decades. Experienced leaders like Rodney Tippit can flow seamlessly between leadership styles when a change is necessary for a situation. Those who are new to leadership might not feel as comfortable switching their leadership styles, though. If you’re in a similar situation, look at the below list of common leadership styles with examples of when to consider switching:

• Authoritative – Authoritative leadership will motivate your team to move toward a common goal and focus on long-term priorities with the specifics determined by the members. Switching to this style is useful when the project requires a new vision because of a change in goals. It also works well when close guidance isn’t necessary.
• Pacesetting – Pacesetting leadership works on a “follow me” principle. As the leader, you act as you require your team members to act and wait for them to match your pace. Switching to this style of leadership is useful when the team is skilled and the leader requires fast results. It also works well with already-motivated teams.
• Affiliative – Affiliative leadership is a people-first approach that focuses on emotional bonds and belonging. Switching to this style works well when a company or project is in a time of distress and the team requires a rebuilding of trust. Though it cannot be overused lest it breed dependency, nurturing is useful for traumatized teams.

Finding an experienced leader like Rodney Tippit to speak with in person can also help you decide if you need to change your leadership style. You cannot rely on a mentor every time, but they can be useful if you’re inexperienced.