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We all know how difficult it can be to recruit good leaders. So surely training new ones from within the ranks of your organisation should be the next logical step? Which raises the question: can people be trained to become good leaders? Or are great leaders just born that way? Is it a case of nature or nurture? Here is our take on the question.<\/p>\n\n\n\n
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The difference between leadership and management <\/h2>\n\n\n\n
First, it\u2019s important to differentiate between managers and leaders. According to Jo Taylor, MD at Let\u2019s Talk Talent, management is all about the daily grind: \u201cManagers take care of everything related to the 3 P\u2019s, which are People, Projects and Processes,\u201d<\/em> says Jo. Those elements can be taught, and they can also be delegated when required.<\/p>\n\n\n\n <\/p>\n\n\n\n So what about leadership? \u201cLeadership is the connection between purpose and passion. In other words, leaders want to make a difference, whilst managers want to get the job done. It\u2019s something you have or you don\u2019t,\u201d<\/em> she adds. And it\u2019s not just about the C-Suite either. Natural leaders can be found in any area of your organisation.<\/p>\n\n\n\n <\/p>\n\n\n\n According to a WorkingCapitalReview article<\/a>, Google\u2019s Project Oxygen has identified the skills that make great leaders. Spoiler! \u2013 they aren\u2019t about projects or processes; they are all about people. <\/p>\n\n\n\n <\/p>\n\n\n\n <\/p>\n\n\n\n <\/p>\n\n\n\n Whilst some of these skills could be taught, and indeed perfected, not all of them can. Having a vision, a purpose and the desire to develop and support others above yourself, for example, are difficult traits to acquire. \u201cYou can\u2019t teach someone to care,\u201d<\/em> says Jo.<\/p>\n\n\n\n <\/p>\n\n\n\n So how can you tell the difference between management material and leadership potential? \u201cWhen the pedal hits the metal, that\u2019s when you\u2019ll know,\u201d<\/em> says Jo.<\/p>\n\n\n\n <\/p>\n\n\n\n When under stress, most of us revert back to our usual management type and display behaviours that are familiar. True leadership is tested under pressure, as people enter survival mode. \u201cThere\u2019s nowhere to hide, then, and no amount of training can overwrite your natural tendencies. That\u2019s when you can really see those natural-born leaders shine through, and make their team feel safe and supported.\u201d<\/em><\/p>\n\n\n\n Leadership is the art or practice of motivating a group of people in order to achieve a common goal. Leadership derives from social influence, rather than strict hierarchy or seniority. Anyone with the right skills, regardless of their position in a company or organisation, can be a leader.<\/p>Source: MasterClass<\/a><\/cite><\/blockquote><\/figure>\n\n\n\n It\u2019s also important to note that not all leaders are confident Obama-types, which can make them hard to spot. From the collaborative leader who ensures everyone has an equal say, to the more introverted leader who places the satisfaction of their employees above all else, there isn\u2019t just one way to be an effective leader.<\/p>\n\n\n\n <\/p>\n\n\n\n Fortunately, there are a variety of tools around to help you determine someone\u2019s leadership potential<\/a>. Have a look at the 16Personalities free personality test<\/a> as an example, as well as Hogan and Saville Wave.<\/p>\n\n\n\n <\/p>\n\n\n\n Leadership goes much further than daily management of resources, projects, or processes, and not all team leaders will show the innate traits and emotional intelligence (EQ) required to support, motivate, and energise their staff. So, how can organisations ensure they have the right people in place, and retain them into the business during this difficult post-pandemic period?<\/p>\n\n\n\n <\/p>\n\n\n\n At LTT, we believe in a two-pronged approach that includes both a succession planning<\/a> and a learning and development (L&D)<\/a> strategy.<\/p>\n\n\n\n <\/p>\n\n\n\n The good news is that leaders can be found anywhere; amongst your factory workers as well as your C-Suite. A succession plan will help you find the high potential candidates that demonstrate the right leadership qualities, and give them the resources and support needed to develop their skills so they can step up to the plate.<\/p>\n\n\n\n <\/p>\n\n\n\n Whilst we believe that leadership is more of an innate quality, it doesn\u2019t mean that your high potential candidates cannot be developed. Invest in leadership in the following ways:<\/p>\n\n\n\n <\/p>\n\n\n\n <\/p>\n\n\n\n While we believe that leadership is an innate quality that cannot be taught, it\u2019s important to note that this doesn\u2019t mean that training leaders is superfluous. In fact, leadership development is more important than ever, as current team leaders are showing signs of fatigue and even exhaustion.<\/p>\n\n\n\n <\/p>\n\n\n\n But when drumming up ideas to support your leadership team, don\u2019t stop at the existing C-Suite. When it comes to leaders, it\u2019s about looking for potential everywhere within your organisation and trying to spot the main traits of leadership, such as EQ, passion, and care for others. Once you\u2019ve found natural leaders, make sure you nurture these candidates and give them the tools they need to become your next rockstars.<\/p>\n\n\n\n <\/p>\n\n\n\n If you would like to know how you can support your leadership team best, download our new Leadership & Management checklist<\/a>.<\/p>\n\n\n\n <\/p>\n\n\n\nSome of the traits required by great leaders<\/h2>\n\n\n\n
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How to nurture leaders<\/h2>\n\n\n\n
1. Spotting the right candidates<\/h3>\n\n\n\n
2. Investing in leaders <\/h3>\n\n\n\n
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This is a great way to help leaders stretch and challenge themselves within a safe environment. Trained coaches can focus on particular skills, or set key milestones or objectives to get your people out of their comfort zones. <\/li>\n<\/ul>\n\n\n\n\n
Find out what your leaders\u2019 strengths are and ensure the job allows them to be utilised. For example, some may be great at generating energy and motivating the troops when morale is down. Making them attend endless board meetings is likely to drain and demotivate them, as well as leave their greatest strengths untapped. Use tools such as Insights, DISC assessments or the High5 test<\/a> to help you achieve this. <\/li>\n<\/ul>\n\n\n\n\n
We\u2019ve previously mentioned how people\u2019s skills are gained through a variety of methods. The 70\/20\/10 model<\/a> states that 70% of a person\u2019s expertise is acquired through on-the-job training, 20% through networking and social interactions and 10% through formal courses. Ensuring you develop and stretch your leaders the same way you would any employee, with all the opportunities this entails, is key to making them feel energised. <\/li>\n<\/ul>\n\n\n\n\n
Take time to find the right resources, networking opportunities, and on-the-job training each person could benefit from. Discuss their particular needs, strengths, and personal ambitions so you can customise your approach. <\/li>\n<\/ul>\n\n\n\n\n
Allow them to share ideas, challenge each other, and create a strong support network.<\/li>\n<\/ul>\n\n\n\nConclusion: Leadership development is more important than ever… but… <\/h2>\n\n\n\n
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