During which stage should a leader focus on enabling growth and mentoring employees?

In the maturity stage, a leader should focus on enabling growth and mentoring employees because this phase is characterized by a stable market presence and a need for innovation to maintain competitiveness. Companies in maturity often have established products and a loyal customer base, but may face market saturation and increased competition. Consequently, leaders must nurture their workforce to foster creativity, adapt to market changes, and encourage employee development to take on new challenges.

Mentorship becomes vital during this stage, as experienced employees can guide less experienced ones, helping to drive the organization forward. Investing in employee growth can lead to new ideas, efficiencies, and improvements in processes, ultimately supporting the organization's long-term success and sustainability. By concentrating on these aspects, leaders can effectively position their organizations for renewed growth or to successfully navigate challenges in the marketplace.

In contrast, other stages like the introduction and decline stages may not provide the same opportunity for growth and may require a different focus, such as establishing market presence or restructuring. The growth stage, while still important for development, primarily centers on scaling operations rather than the mentoring aspect.