Leadership Development for corporate excellence.

So how do you develop your leadership potential?

In my opinion this question has a number of parts, all of which play an integral part in a persons leadership development.

Firstly I believe that its important to recognise that the social development of individuals is very different from our parents and grand parents. So what effect does our social development have on our leadership potential I hear your ask? Well in yesteryear, adolescents were surrounded with family and older role models. If we think of the tribal/village environment, small boys and girls were taught by their fathers, mothers, brothers, sisters, uncles etc. Today we no longer live in a tribal environment; we live in a global environment. Families are spread all over the world, and even those in the same city will not interact, as did families of yesteryear. Our lifestyles have largely influenced this. Parents are busier, parents are working longer hours, and with competing social and career goals, family interaction has taken a lower priority. The net effect of this social environment is that adolescents and hence young corporate individuals don’t have the same development of their parents, and grand parents.

I think we’ll see a whole generation that has missed out on the leadership development that our forefathers had, that stems from being coached, and mentored by their alders, mentors.
Gen Y will present a unique set of challenges for corporate managers who seek to develop their potential and skill sets.

Management structures today are very flat, gone of the days of vertically structured organisations. Some may argue this point, however on the whole organisations have seen the performance increases and lack of “red tape” that are seen with flatter management structures. However with flatter corporate structures comes some negative effects. The lines of reporting may be a lot more complex. An individual nowadays may have a number of direct and in direct reporting lines. This complicates the process whereby the individual is developed within their role. As structures are flat, competitiveness will become a lot more prominent, and as individuals don’t have true managers to bounce idea’s off and shape their leadership styles, they are left to develop their own style.

So within our corporate environment of 2009, how do I develop my leadership style?

There are a number of ways to develop your leadership skill sets, and by understanding the differences in social development and corporate structures, allows you to develop skills to negate your lack of development in certain area’s.

First, look into role modelling. Role modelling isn’t a new concept by any means; it’s been around for thousands of years. Spartan boys were trained by the hardest and most battle hardened warriors. Role modelling is also used within sporting development. If you want to become a better golfer, surround yourself with better golfers. Just by purely interacting with them, you by proxy develop your own mindset, skill sets and motivation. The skill set sharing that occurs with role modelling is a powerful tool. You can do this via official or un-official avenues. Many organisations have mentoring programmes. If your company has a mentoring programme, then look into whether you can join. Some companies have strict criteria, so if you can’t use official avenues then your next step is to look into un-official avenues. You can still have a mentor, without your organisation providing one. The keys to looking for a good mentor are:

1. Look at your existing contacts. A great mentor may be someone you already know.
2. The person you choose must know your craft better than you.
3. Ask yourself, do you respect them.

Lastly look at Executive coaches. Many executive coaches have a number of skill sets that may provide you with that elusive skill set, that ear to bounce idea’s off, and knowledge of leadership development.
One of the benefits of Executive coaches is that they are not employed by your boss, therefore have no reporting responsibilities to your boss, and have your best interests as their priority. Executive coaches do charge fee’s and in my experience their fee structure is aligned with their experience and skill sets. Executive coaches should look at your strengths and short comings, therefore tailoring a coaching programme to increase your performance levels within your craft. The programme may include and not be limited to recommending training for skill set development, coaching for emotional intelligence development and also scenario training. The executive coach will endeavour to provide you with the tools, skill sets, and the confidence that may have been developed through scenario rehearsals that drill the individual within certain scenarios that the individual may want to improve in.

In 2009, individuals need to be proactive and flexible in pursuing their leadership development. Books and learning can provide the methodology, however without the rehearsal and application of skill sets will not provide the individual with the instinctive behavioural shifts in order to replicate these leadership competencies.

Therefore, I believe that individuals today can develop their leadership skills by:
1. Constantly learning, both their craft and also leadership methodologies.
2. Engage a mentor, or role model
3. Engage a coach.

What are your thoughts? Do you have any other idea’s for leadership development?

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