Rethinking leadership development in an evolving business landscape

The way organizations develop leaders is changing. As businesses become leaner, workforces become more distributed and priorities evolve more quickly, traditional leadership development programs often no longer fit the realities of the modern workplace.

That doesn’t mean leadership development is any less important. In fact, the need for adaptable, people-focused leaders has never been greater. The challenge is finding development approaches that are practical, scalable and aligned with today’s business environment.

The good news? You don’t need a formal, resource-intensive program to build leadership capabilities. Through intentional coaching, mentorship, hands-on experience and continuous learning, organizations of any size can prepare employees to lead effectively.

Why leadership development is worth your time

Think it’s too expensive? Consider this: Without a few up-and-comers in the wings, you’ll have to go out and find people with the right skill sets, which ultimately may be more expensive and time-consuming than growing your talent in-house to be ready for when they’re needed.

That’s right – leadership development can be a part of your succession planning endeavors.

An employee with a diverse skill set has a greater ability to solve problems, build teams and improve productivity – all benefits to your company. Plus, developing current employees demonstrates that you value them, which increases loyalty and employee retention.

Skills training vs. leadership development

Many managers think first of technical skills when considering staff training. Leadership development is beyond that.

Yes, you may need to send Samantha to an Excel class so she can learn to make pivot tables. But to really get long-term value out of Samantha, you need her to develop into an organizational leader.

The key interpersonal skills that your leadership team must have are:

• Team building
• Coaching and visioning
• Negotiation
• Conflict resolution
• Communication

These managerial skills develop over time, nurtured by a little classroom training, preferably with practice in the form of role-play, supplemented by reading, mentorship and lots of hands-on experience.

And remember:  Even if a staff member never decides to advance to a managerial or supervisory role, these skills can help enhance your company culture and brand reputation. More than that, they can bring your core values to life.

How do you determine what leadership skills your organization needs?

Before implementing any sort of leadership development program, you must first decide on the skills your organization is currently missing and will need in the future. These skills should be shaped by your company’s near-term and long-term goals.

Do a few of your in-house customer service reps need to learn the art of outside sales and contract negotiations? Does your marketing manager show promise in developing strategic communication plans but needs coaching to fully understand the company’s market position?

Your leadership training should align with these goals.

View leadership development as a process rather than a one-time event. After all, your customer service reps are going to have to go on several sales calls with your top salespeople to absorb and learn before they’re ready to fly solo.

Questions to consider include:

• What skills are currently missing from our leadership team?
• What capabilities will we need in the next three to five years?
• Which business goals require stronger leadership support?
• Where are the largest succession risks?

How do you identify employees with leadership potential?

Future leaders aren’t always the loudest voices or the highest performers. Leadership potential often appears through behaviors such as initiative, collaboration, accountability and a willingness to help others succeed.

Once you’ve identified your company’s skills gap, it’s time to consider which individuals may be best suited to be trained for a future leadership role.

First, talk to the people already in leadership positions in your company. Find out what their dreams are and what skills and experience they believe would help them improve their performance now and in the future.

Next, identify those young or less experienced employees who show potential. Once you have a sense of both groups’ leadership development needs, you can set about getting them the necessary training and on-the-job learning.

What are the most effective leadership development methods?

Brain science has taught us that people learn better with more frequent, shorter chunks of classroom education. That means four, one-hour sessions work better than a single four-hour training.

However, classroom or online training is only one method for developing leaders.

Effective leadership development often combines:

• Microlearning and short training sessions
• Mentoring programs
• Stretch assignments
• Job shadowing
• Cross-functional projects
• Coaching and feedback
• Self-directed learning

What does leadership development look like without a formal program?

Many small and midsize businesses assume leadership development requires a dedicated program, budget or training department. In reality, some of the most impactful leadership experiences occur through daily work.

Organizations can foster leadership development by:

• Pairing emerging leaders with experienced mentors
• Assigning employees to lead projects
• Encouraging peer learning and knowledge sharing
• Rotating employees through different responsibilities
• Providing regular coaching and feedback
• Giving high-potential employees exposure to strategic decisions

By integrating leadership growth into everyday operations, companies can develop future leaders without implementing a highly structured formal program.

Why continuous learning matters more than formal training

In today’s business environment, the best leadership development results from a culture of continuous learning rather than a formal program. This means you let people self-direct their learning, just so long as their training desires match company needs.

Technology now provides additional avenues for self-directed learning and knowledge sharing in the form of cloud-based applications.

Apps such as Slack and Microsoft Teams offer your employees a centralized place for two-way conversations, training and onboarding. Called social learning, such apps make it easy to crowd-source questions and answers and give your employees the option to engage in lecture learning.

The future of leadership development is continuous, personalized and learner-driven. Employees increasingly expect development opportunities that fit naturally into their workflow rather than requiring extensive time away from their responsibilities.

Frequently asked questions about leadership development

Key takeaways

If you want to grow your company without taking a hit to quality or customer service, leadership development training is your answer. Invest in your people today so you can see them (and your company) grow tomorrow.

• Leadership development helps organizations strengthen succession planning, retention and business performance.
• Leadership development focuses on interpersonal and strategic capabilities beyond technical skills.
• The best programs align leadership growth with business objectives.
• Future leaders can often be identified through demonstrated initiative and problem-solving ability.
• Mentorship, coaching and real-world learning opportunities are often more effective than traditional classroom-only training.
• Modern leadership development is most successful when it becomes part of a culture of continuous learning.

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