I don’t know about you, but the end of the year always seems like a good time to reflect. It is an opportunity to review the lessons we’ve learned, then look forward and plan for the future.
Recently I noted to a colleague that I’ve been facilitating leadership programs for over 15 years. Of course, well before that, I was training and straining as a leader and a leader of leaders for several decades. Each year my own understanding and practice of leadership grows. So in the spirit of reflection, here are six things I’ve learned about developing leaders. I believe they can inspire any individual or organization to lead better:
We are all leaders.
Leaders are needed at all levels in any organization. It is easy to think that the ability to influence others and lead change comes with formal authority and job titles. I’ve learned that influence may be even more powerful when we don’t have formal authority. True leadership has nothing to do with your title or position. You can be a growing leader in any role, in any organization, by positively influencing those you interact with each day. I’m proud that many of the clients we serve are investing significant time and resources in developing ground-level leaders as well as managers and executives.
Leadership development is hard work.
Growth in our leadership skills doesn’t happen just because we attend training. Training is only the beginning. To become true leaders, we must become self-aware, open to new ideas, and courageous enough to be vulnerable. For most of us, the hardest work is self-examination and asking for outside feedback and support. But when we are willing to put in the work, the transformation is unparalleled. Every CrossGroup training participant makes a simple, behavior-based, work-related commitment at the end of each session. Then we insist on follow-through. This is the stretch we all need to keep growing.
Leadership development takes time.
There are no quick fixes. We don’t get to settle for the certificate or passing the test at the end of the course. True leadership is a lifestyle, and that requires personal investment, resolve, application, honest feedback, and serious effort. To grow we must endure failure and redouble our efforts to stay on the path of change. This is why we create leadership programs that last nine to twelve months. Participants need time to practice new ways of thinking and behaving in the real world. They need to try, fail, and recover with the support of their cohort. They must discover their blind spots, deepen their resolve, and practice leadership in their everyday lives.
Leadership development is urgent.
Too many individuals and organizations get comfortable with the status quo and behave as if they have all the time in the world to develop the next generation of leaders. Or they are so busy that leadership development gets pushed into the future again and again. Some even see the financial investment as too steep. But failing to invest in leadership development has real consequences. Organizations need to cultivate creative, committed leaders at all levels. To attract the best and brightest talent, they must provide real personal and professional growth opportunities. They need active succession plans. Up-and-coming leaders with the most potential are hungry for the opportunity to develop themselves and others.
Leadership development requires learner-centered training.
For learning to have a lasting impact, it must be interactive and participatory. Learners must commit and volunteer effort in the program. They must make real application to real challenges in the workplace. Managers and mentors should be involved and offer genuine feedback and support. Groups who learn together become accountable for each other as they support each other with commitments and follow through. We employ many approaches to encourage personal transformation, all of which center on the learner.
Leadership development pays off.
In my 15+ years facilitating leadership programs, I have seen companies completely transformed. Profits, efficiency, and effectiveness improve when leaders are empowered and take ownership. Employees get engaged and passionate about their work. Individual lives are changed for the better, and even families and communities reap the benefits. I can’t imagine a better return on investment. Our clients tell us so! How about you?