There is a strong need for leaders in environmental services (ES). As our industry gets more competitive, so will be attracting, developing and retaining future ES leaders.

It starts with the interviewing process. Selecting the right individuals from the beginning is important. I believe personality and a way with people are key traits in our business. Common sense and patience helps a bit, too.

When I interview a job candidate, I look for a personality that can enhance our work environment. I believe that's how you also cultivate culture change.

Once you have the right individuals, you need to identify and build on their strengths. The performance evaluation process is a valuable time to discuss your employee's interest in development. It is important to show interest in each of your team members so they feel valued. One way to develop staff is through assignments. Identify a low-risk project through which you can guide your staff. Share the results and give them recognition for their achievements. The better they do, the more responsibility they may want to assume.

Also, look for opportunities to develop an additional layer of leadership. I recently developed a second position as lead worker for two of my staff members. They get great satisfaction from what they do and I am building future leaders.

Finally, find opportunities for education that you can fit into your budget. Perhaps you have a sister hospital where future leaders can shadow someone you have identified as a mentor. …