Just yesterday I told a friend that I had finally found my niche facilitating leadership programs. I said that I had “fallen into it,” but upon further reflection that’s not true. I’ve trained and strained as a leader and a leader of leaders for several decades. Now, I’ve facilitated leadership programs for over ten years and find the work transformational and inspiring for both myself and the teams I lead.
This got me thinking: what have I learned over the years that I can share and inspire others to think about their own leadership development?
WE ARE ALL LEADERS
No matter where you are in the organization you serve, you can be a growing and developing leader. I’m proud of the clients we serve because they all know this and their organization is stronger because of this mentality. Many are investing significant time and resources in developing leadership skills in employees, managers, and executives. These leaders at all levels make a difference with those they influence because they have the ability to communicate effectively, inspire collaboration, and see big-picture. Many of us minimize the power of our own influence, but smart organizations know there is strength at every level.
LEADERSHIP DEVELOPMENT IS HARD WORK
Growth doesn’t happen because we attend training. Content is important, but it is only the beginning of our own decision to learn. We must be self-aware, open to new ideas, and have the courage to be vulnerable in order to lead from the heart. Many current and potential leaders are not willing to invest the energy it takes to reject the status quo and take personal ownership of their lives. For those who do, every day takes on new meaning because their openness to learning creates new opportunities and enables transformation.
LEADERSHIP DEVELOPMENT TAKES TIME
That’s part of the hard work. There are no quick fixes. Can we endure the long road of setbacks and successes? True leadership is a lifestyle that requires personal resolve. We don’t get to settle for the certificate or passing the test at the end of the course. Lifestyle change necessitates application, honest feedback, and serious effort. To grow, we must endure failures and redouble our energies to stay on the path of change.
LEADERSHIP DEVELOPMENT IS URGENT
Too many organizations and persons are lulled into a comfortable place that implies they have all the time in the world to develop their current and future leaders. Other organizations are so busy that leadership development seems out of reach. This is unfortunate because all organizations need succession plans that are real and active. Because development has taken a backseat to other initiatives, the leaders with the most potential long for opportunity while current leaders are ill-prepared for transitions that are inevitable.
LEADERSHIP DEVELOPMENT REQUIRES LEARNER-CENTERED METHODS
Learning must be interactive and participatory in order to engage individuals. Participants must commit and volunteer effort in the program. Real application must be applied to real challenges in the workplace to be effective, and managers should be involved in the process by providing feedback and support. Leadership groups become accountable for each other as they make commitments and follow through. Proven assessments are utilized. We employ many approaches to encourage learning and personal transformation.
LEADERSHIP DEVELOPMENT IS WORTH THE EFFORT
Companies that see the value in their leaders invest significant time and energy in their development. Profits increase and effectiveness improves. Employees are engaged and passionate about their work. Lives of leaders and even family dynamics dramatically change. Because leadership development positively affects every part of a company, I can’t imagine a better return on investment. Our clients tell us so.
How about you? How does leadership development affect you and your organization? I invite your questions and comments.
