Great Leadership Development May Look Different Than You Think

How Leadership Development is Changing, Right Now

leadership developmentCompanies like yours are investing heavily in leadership development, but how do you know which efforts actually result in better leaders for your organization? At times, it can feel like you’re chasing the latest trendy philosophy about how leaders are made, without any guarantees that the newest ideas are what develops leaders.

Recently, a survey of 2,000 companies revealed some interesting ideas about what’s shaping thoughts about leadership development, and which techniques are, in fact, developing leaders. Here are a few of the findings of the survey:

King Culture: In thriving companies, an overarching company culture permeates every part of life in the organization. This includes leadership development. Part of leadership development is identifying those employees that most strongly align with your company culture and equipping them with some decision-making power and opportunities to share their voices.

Risk takers: Companies that were excelling had a healthy dose of risk-taking and matrix management in their identity. Employees that excelled in these areas and were further developed for leadership tended to keep advancing the ideas that lead to growth. For leaders, this means they must be skilled at networking and have a deep understanding of the business.

Exposure: Leaders may develop best when they are given many opportunities to meet people, developing relationships through repeated interactions with business contacts, colleagues and mentors. Giving your best employees ways to deepen their business relationships is a great way to invest in leadership development. Some of the most successful models for this employ a mentoring practice, where leaders always have a couple of employees under their wing.

A culture of learning: In companies where leaders emerge organically, there’s often a language of learning going on at all times. After every business action, teams talk over the events and discuss what can be learned, what went well and which parts failed. Don’t leave leadership training to your human resources department. Some of the best lessons are those discussed among peers after a team project is completed. Leadership should be embedded in every part of the business, not something happening over on the side.

Identifying your ideal leader: Businesses focused on leadership development use a behavioral analysis to determine the core traits of their star performers. This provides the ability to use the same analysis to identify potential hires that share those same tendencies. A traditional way of identifying leaders, through experience listed on a resume and how they behave in a round of interviews, is not enough information and it is far from objective. Implement a behavioral analysis as a way to gather objective information about your existing leaders and those you are thinking about hiring.

To learn more about behavioral analysis and other leadership development strategies, make an appointment to talk with us at PI Consulting Group. We can help you take your company to the next step, objectively identifying the key traits that you’re looking for in your next leaders.