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The People Investment: Why Developing Talent from Within Matters

The People Investment: Why Developing Talent from Within Matters - Featured Image
Christensen’s HR Director shares actionable strategies for leadership growth, employee retention, and organizational success.

 

On BP News, Kaitlyn Olsen, our Director of Human Resources, shares Christensen’s workforce development and leadership growth strategies. The article highlights why investing in employees strengthens the organization from the inside out and offers actionable insights for companies in the propane and energy industries.

 

Unfortunately, the full article is available exclusively on BP News. If you’re a subscriber, you can read the full article here.

BPN Butane-Propane News – January 24, 2025

 

Key Takeaways

 

Not a subscriber? Here are some of the key takeaways Kaitlyn shared:

 

1. Promoting From Within Ensures Smarter Growth

 

In industries like propane and energy, hands-on experience is invaluable. Promoting employees into leadership roles ensures that decision-makers bring practical, real-world expertise to their roles.

 

Promoting From Within Ensures Smarter Growth

 

Operational Expertise
A driver-turned-dispatcher understands route complexities and customer needs, enhancing operational efficiency.

 

Leadership Growth
Employees promoted to management roles make informed decisions that balance profitability with creative problem-solving.

 

2. Building a Leadership Pipeline Requires Intention

 

Developing internal talent isn’t accidental. Kaitlyn shares three essential steps to identifying and nurturing potential leaders:

 

Open Conversations
Honest discussions help identify employees ready to take on greater responsibilities.

 

Structured Tools
Frameworks like the 9-Box Model evaluate both performance and leadership potential, broadening the definition of leadership to include diverse talents.

 

Individualized Coaching
Managers play a key role in fostering trust and confidence, providing real-time feedback, and addressing skills gaps.

 

Building a Leadership Pipeline Requires Intention

 

3. Leadership Development Goes Beyond Internal Training

 

In addition to company-tailored programs like Christensen’s “Leading With Purpose” series, Kaitlyn emphasizes the importance of offering external education opportunities:

 

Technical certifications, formal degrees, and specialized endorsements enhance employees’ confidence and bring innovative efficiencies to their roles.

 

Supporting long-term employee growth positions your organization as a trusted partner in their professional journey.

 

Culture and Diversity Are Key to Retention

 

4. Culture and Diversity Are Key to Retention

 

A strong culture builds trust, respect, and collaboration. Kaitlyn notes that Christensen’s female workforce now exceeds 35%—more than double the industry average of 16%. This progress reflects a commitment to fostering inclusion and ensuring diverse perspectives are represented across all levels.

 

5. The Bottom Line: Growth From Within

 

When companies invest in their people, employees invest back in their company. Leadership development, cultural alignment, and continuous learning don’t just drive performance; they shape the future of the industry.

 

Want to Grow with Christensen?

 

For more information about career opportunities at Christensen, email us at hr@christensenusa.com or visit our Careers Page.