Leadership development training is essential for building effective leadership and maintaining business growth. Leadership can mean different things to differing organisations, however, “virtually all definitions of leadership share the view that leadership involves the process of influence”. (Vroom and Jago, 2007)
It’s a misnomer that leadership is about titles and rank, as it starts from day one of an individual’s career. Leadership development helps to extend the skills and knowledge of team members who are, or who will be, performing leadership roles.
Depending on your organisation’s challenges and business strategy, leaders and potential leaders may require a combination of both soft and hard skills. At what stage people are in their careers may also determine the types of leadership qualities they need to hone, for example inclusivity, managing difficult conversations and being able to motivate others into action, even when they have no formal position of authority, so that they can start to step in their role.
Senior leaders, however, may need more strategic training on areas such as coaching skills to develop their team’s potential or how to set goals that will lead to success. As well as this, training that enables them to stay abreast of new trends and technology, is often required in combination so they are better equipped to define the company’s overall vision.
Globalisation and cross-border working, remote working and the multigenerational workforce (never before have as many generations found themselves together within the workplace) are 3 forces that are redefining the workplace and the need for leadership training, according to a Harvard Business School report. These forces put pressure on traditional leadership approaches and require training to overcome differences.
If leaders are not committed to constant personal and professional development, organisations will fall behind. Many programmes fail to deliver because of a disconnect between the training provided and the day-to-day operating environment of the learner. Leadership training should be tailored not only to the industry but also to the culture of the organisation.
Yesterday’s approach to leadership development needs to be challenged and there should be a focus being able to lead in a way that overcomes the impacts of the 3 redefining workplace forces.
By unlocking the leaders within your talent, you can promote new effective and adaptive leadership that enables your leaders to tackle tomorrow’s complexity, to drive your business forward.
