Encouraging Leadership Development

𝗜𝗳 𝘆𝗼𝘂 𝗱𝗼𝗻’𝘁 𝗴𝗶𝘃𝗲 𝗽𝗲𝗼𝗽𝗹𝗲 𝗮 𝗰𝗵𝗮𝗻𝗰𝗲, 𝗵𝗼𝘄 𝘄𝗶𝗹𝗹 𝘁𝗵𝗲𝘆 𝗲𝘃𝗲𝗿 𝗹𝗲𝗮𝗿𝗻? Leaders—this one’s for you. It’s easy to hand the big projects to your most experienced person. They’ll deliver. They always do. But what happens when that person leaves? Or burns out? Or just stops growing? If you only trust your A-player with the heavy lifts, you’ll never build your next one. Here’s what great leaders do instead 👇 1️⃣ Identify hunger, not just skill. Find the teammate who wants to grow. Curiosity beats experience when given support. 2️⃣ Delegate as development. Treat projects as learning labs. Assign, coach, and step back—don’t rescue too soon. 3️⃣ Let mistakes be the lesson. Yes, they’ll stumble. That’s where the real learning happens. Skill is forged in discomfort, not perfection. 4️⃣ Coach in the background. Be the guide, not the hero. Your job is to clear obstacles and celebrate progress. 5️⃣ Create a culture of trust. When people know they can try, fail, and still have your backing—they’ll surprise you. Because giving someone a chance isn’t risky leadership— 👉 it’s responsible succession planning. 💬 When was the last time you gave someone an opportunity that stretched them beyond what they thought they could do? #LeadershipDevelopment #Coaching #Trust #GrowthMindset #LeadingTheFront -------------- Want more like this in your feed? ➡️Engage (like/comment/repost)  ➡️Go to Matt Antonucci and click/tap the (🔔) 𝗣𝗼𝘀𝘁𝘀 𝗳𝗼𝗿 𝗳𝗼𝘀𝘁𝗲𝗿𝗶𝗻𝗴 𝘀𝘁𝗿𝗼𝗻𝗴𝗲𝗿 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝗮𝗻𝗱 𝗰𝗼𝗺𝗽𝗮𝘀𝘀𝗶𝗼𝗻𝗮𝘁𝗲 𝗵𝘂𝗺𝗮𝗻𝘀. 😊

Leadership development is evolving. And what I'm observing validates years of working with senior leaders: The most transformative shifts happen in spaces we often overlook in our drive to scale. I see this pattern repeatedly: A leader has done the development programs, understands the skills, know the frameworks… yet something crucial is still missing. Because the deepest transformation emerges in different moments: - When a CEO realises their drive for excellence is creating team burnout - When an executive discovers their need for control is stifling innovation - When a consultant connects their past patterns to present undesired results These insights surface in the intimate space of 1:1 coaching. In conversations that go deeper. In moments where skilled questioning reveals what's really driving leadership impact. While structured programs build essential foundations, they can't address what emerges in individual coaching: - The subtle patterns shaping team dynamics - The personal blindspots affecting decision-making - The underlying beliefs influencing organisational culture The most powerful leadership transformations happen when: - A trusted thinking partner helps you see your blind spots - Deep coaching conversations reveal unconscious patterns - Individual insight creates organisational ripples This is why forward-thinking organisations are complementing their development programs with 1:1 executive coaching: The complexity of modern leadership demands both Generic solutions alone can't address unique leadership challenges. Real transformation requires dedicated space for truth. While investing in personalised coaching alongside scalable programs might seem resource-intensive, the impact is undeniable: Leaders who see differently, lead differently. Leaders who lead differently, transform organisations. The future of leadership development isn't about choosing between programs and coaching. It's about recognising where real transformation happens. The future of leadership development isn't about reaching more leaders. It's about reaching those with most influence, more meaningfully.

Lets commit to developing leadership skills in EVERY employee! Leadership development programmes and initiatives are not just for formal existing leaders. They are for everyone. If you think about it... Leadership skills encompass more than just the ability to guide others; they're fundamentally about self-management and fostering effective collaboration. We need entire teams to be able to think critically, problem-solve and communicate effectively. We want emotionally intelligent individuals on every team. So...we need to cultivate these traits across entire teams—not just within individual leaders. But how? And how do we do this without sending training costs sky-high? Here are some simple tips that can be implemented with no cost, just intentional time and effort: 👉 Take a developmental approach in your coaching check-ins; help people to understand and develop key leadership qualities such as decision-making, communication, problem-solving, and team management. Use competency wheels or other self-assessment tools to help people identify their leadership strengths and areas for development. 👉 Pair employees with existing leader mentors within the organization who can explain leadership and provide guidance and support to those in non-formal leader roles. 👉 Provide cross-functional opportunities for everyone to expose them to different parts of the organization and help them understand the business more holistically. 👉 Cultivate an environment where it's normal for people to ask for feedback on their performance and receive it. Existing leaders can lead the way by asking for feedback on their own performance, which teaches non formal leaders to do the same. 👉 Give every employee the opportunity to take on leadership roles in smaller projects or teams. This distributed leadership approach provides a practical training ground for people, giving them a chance to experience leadership in a controlled, manageable environment. 👉 Encourage self-initiated learning in everyone! Support and encourage employees to seek out learning opportunities themselves, whether through online courses, industry conferences, or by taking on new challenges within the company. What are your top tips for building leadership skills in everyone? Leave your thoughts in the comments 🙏 #promotion #leaderdevelopment #retention #motivation #culture #organisationalbehaviour #coaching #crosstraining #talentmanagement

How Can You Create a Clear Vision for Leadership Development? Crafting a leadership development vision can feel like trying to piece together a puzzle while the image keeps shifting. But here’s the truth: A clear vision doesn’t just inspire—it sets a powerful foundation for growth. I’ve helped organizations define their leadership development strategies, and here’s what actually works: 1. Understand the Current Context ↳ Start with a leadership audit. ↳ Assess strengths, weaknesses, and skill gaps in your current team. ↳ Consider how business needs are evolving. 2. Define Core Leadership Values ↳ Anchor your vision in principles like integrity, innovation, and accountability. ↳ These values will guide decisions at every level. 3. Envision the Future Leader Profile ↳ What does your ideal leader look like? ↳ Outline key traits such as strategic thinking, decision-making, and team building. 4. Align with Organizational Goals ↳ Leadership development shouldn’t exist in isolation. ↳ Ensure it supports your company’s mission and long-term objectives. 5. Articulate a Compelling Vision Statement ↳ Create a simple, inspiring statement that captures your aspirations. ↳ Example: "Empowering innovative leaders to drive transformational change.” 6. Identify Development Pathways ↳ Offer tailored tracks for different career levels and aspirations. ↳ Include mentorship, training, and experiential learning opportunities. 7. Develop Measurable Metrics ↳ Define clear indicators like engagement scores, leadership assessments, and promotion rates. ↳ Track progress and celebrate milestones. 8. Communicate Effectively ↳ Share your vision broadly and often. ↳ Encourage feedback to build buy-in at all levels. What’s the impact in the big picture: A strong leadership development vision: • Drives impact by preparing leaders who can create lasting value. • Promotes diversity and inclusivity, valuing different perspectives. • Encourages continuous learning to stay ahead of challenges. • Inspires ownership, empowering leaders to take charge of their growth. Which part of this resonates most with your approach to leadership? Share your perspective in the comments—I’d love to hear your story. 👇 ♻️ Repost this to inspire your network. Follow Anand Bhaskar for more insights. —- 📌 Want to become the best LEADERSHIP version of yourself in the next 30 days? 🧑💻Book 1:1 Growth Strategy call with me: https://lnkd.in/gVjPzbcU #Leadership #Growth #Vision #Leader #Success

84% of companies face a leadership shortage. Yet most ignore the goldmine of talent in front of them. Stop focusing on headcount. Start building leaders. I've spent 15 years turning individual contributors into strong leaders. Here's what actually works. Your step-by-step guide to building leaders who drive growth 👇 1. Hire for Potential, Not Just Skills Leadership potential is the real key. Look for candidates with: ➔ A growth mindset ➔ Strong communication ➔ Resilience under pressure Focus on potential to future-proof your team. 2. Create a Culture of Ownership Leaders thrive when they feel trusted to act. Encourage your team to: ➔ Take initiative without fear ➔ Innovate and experiment ➔ Learn and share from failures Ownership builds morale and drives results. 3. Offer Clear Growth Opportunities Leadership isn't innate—it's learned. Provide chances like: ➔ Mentorship programs ➔ Cross-team projects ➔ Leadership training Align growth paths with business goals for success. 4. Give Feedback and Recognition Feedback helps leaders grow. Build a culture of: ➔ Welcoming constructive critiques ➔ Publicly recognizing wins ➔ Holding everyone accountable Recognition motivates and reinforces leadership. 5. Delegate with Purpose Delegation isn't task-dumping. Assign key projects that: ➔ Stretch team skills ➔ Build confidence ➔ Prepare them for larger roles Intentional delegation grows future leaders. 6. Celebrate Leadership at Every Level ➔ Highlight acts like solving problems or mentoring. ➔ Recognizing these behaviors inspires others to lead. Remember: Great teams don't just happen. They're built by leaders who invest in other leaders. What leadership development strategy works best for your team? Share below ⬇️ Sign up for my newsletter for more content like this: https://lnkd.in/gSi-nA2F Follow Carolyn Healey for more leadership insights that drive results.

Investing in Leadership Development: A Business Imperative, Not an Option Strong leaders don’t just appear—they are developed. Yet, despite overwhelming evidence that leadership development drives business success, many organizations treat it as an afterthought rather than a strategic priority. In today’s rapidly changing workplace, the need for resilient, adaptive, and inclusive leadership has never been greater. The question isn’t whether we should invest in leadership development—it’s whether we can afford not to. Why Leadership Development Must Be a Priority  Stronger Teams, Higher Retention: Leaders set the tone for workplace culture. Well-developed leaders foster engagement, trust, and belonging, reducing turnover and increasing team satisfaction.  Future-Proofing Organizations: The business landscape is evolving. Investing in leadership pipelines ensures organizations remain agile and competitive, no matter the challenges ahead.  Inclusive Leadership: Leadership training isn’t just about skills—it’s about mindset. Organizations that cultivate inclusive leaders see increased collaboration, innovation, and employee performance. The Cost of Not Investing  Lost Productivity: Poor leadership costs organizations billions in disengagement, inefficiency, and burnout.  High Turnover: Employees don’t leave companies—they leave managers who lack the skills to support them.  Missed Innovation: Organizations that fail to invest in leadership stagnate, missing out on fresh ideas and new ways to drive success. Shifting from Ad Hoc to Intentional Investment • Move Beyond Technical Training → Equip leaders with emotional intelligence, adaptability, and communication skills. • Pro Tip - Support Middle Managers → Often overlooked, they shape day-to-day experiences and influence culture the most. • Tie Leadership Development to Business Goals → Leadership training isn’t a "nice-to-have"; it’s a profitability and performance driver. Yet again organizations are being forced to do more with less, the best investment we can make is in our people. Leadership isn’t just about titles—it’s about the ability to inspire, engage, and drive results. The question for organizations is simple: Are you building leaders, or are you waiting for them to appear? #LeadershipDevelopment #InvestInLeaders #FutureOfWork #AdaptiveLeadership #EmployeeEngagement #BusinessSuccess

Leadership development matters because people matter. When we invest in leaders, we’re shaping the everyday experience of employees: their sense of trust, recognition, growth, and belonging. But too often, we measure success from the top down instead of from the inside out. Trainers see completion rates, executives see program design, but employees, the ones who feel the impact, see something very different. What if we listened more closely? What if the success of leadership development was measured by whether people feel supported, encouraged, and inspired in their daily work? If we want leadership development to actually work, we need to: • Measure impact through the employee experience. • Track leadership behaviors that drive engagement, retention, and performance. • Build continuous feedback loops so growth is an ongoing practice. When we center leadership development on the voices of employees, we build stronger leaders and create healthier, more resilient organizations. That’s a future worth choosing together.

The old model of leadership development looks like this: You came, you saw, you learned, you left. That’s outdated. And honestly, I hate it. Leadership development shouldn’t be a one-time event or merely reading books and watching TEDTalks/LinkedIn Learning at your desk. It should be dynamic—designed like a menu with bites, snacks, and full meals. Different doses. Different modalities. Designed intentionally for the moment, the learner, and the context. I don't believe in “sit and get.” I believe in “try and reflect.” Learning by doing. Coaching while working. Facilitated conversations that actually matter. As a leader, you deserve experiential learning that is designed to fit the specific needs, challenges, and goals of the people in the “room” (you and your team!). That’s even more important now that most teams are hybrid or geographically spread out. Whether it’s in-person, virtual, or both, it takes masterful facilitation to make it stick. One belief I hold that I won’t budge on: You can’t cram 6 months of growth into a half-day session. (I’ve even passed up opportunities because of this belief).  You might transfer information in an afternoon—but transformation takes time. Consistency. Real-world application. That’s where the real growth happens. I’m curious to hear from you: How do you prefer to learn and grow as a leader? In person or virtual? One big workshop or small doses over time? Micro-learning or deep-dive sessions? Group-based or solo? Drop your preferences in the comments, or tag someone who’s rethinking leadership development in all the right ways. Bonus if you share a story of the best development experience you’ve had in your career!

As a leader, do you actively think about and prioritize investing in the leadership development of your people? What is it that keeps you from committing to this effort each day? Investing in your people's leadership development isn't solely about preparing for the future; it's about improving the present. It's letting your people know they are in the right organization and have a future where they can learn, grow, and prosper. It's about inspiring loyalty. Leadership development efforts result in creating more effective leaders, individual's who can do more for your business and help you realize outcomes you might never have thought possible. Consider what leadership development can do: * It can inspire and drive better engagement with your people, * It can teach team members how to navigate through complex change, * It can aid in decision making that impacts the bottom line each day. * It let's them know that they can drive innovation. People and the way they're led ultimately determines the success of every organization. That's on us as leaders which is why we must emphasize the continual growth and development of our people. It should be a fundamental priority not a "nice to have" afterthought. For any ambitious company, it's not just about achieving success—it's about sustaining it and building a strong, enduring foundation for future growth. Organization's require leaders, both formal and informal, recognizing that leadership often transcends titles and positions. By actively cultivating the leadership skills in others, we ensure a robust pool of capable individuals poised to assume critical roles, guaranteeing continuity, creating stability, and mitigating succession risk. Leaders make critical decisions daily, and the quality of those decisions can significantly impact your organization's success. Developing leaders with strong analytical, problem-solving, and decision-making skills leads to better outcomes at every level of your organization. Take note of the fact that leadership can manifest itself in many different ways. Ways that organizations can come to rely upon. Ways that provide benefits while you sleep. Developing leadership capabilities in your people isn’t just about future readiness or building a strong bench—it’s a powerful way to show your current, committed team members that you value them and are invested in helping them become their best. Stop thinking about it and start doing it. If you don't have the time to invest in your people, then it's likely that you don't have enough time to do your job. Let that sink in. #ceos #leadership #peopleinvestment Check out the different ways to lead, in the graphic below, courtesy of Northpoint Consulting Inc.

When developing leadership development frameworks for organizations, I like to ask their leaders this: “Can you pinpoint what helped you elevate your leadership? What happened that caused you to show up as the leader you are today?” I like doing this because you can find out what kind of learners they are, what’s already working in the organization, and what kind of development they’ll likely be open to in the future. In a recent sessions with leaders, the top moments were: 1. Their own leader seeing their potential and giving them a stretch opportunity. 2. Their own leader noticing what held them back and helping them work through it. 3. Self-awareness/reflection in a moment where they saw the opportunity to act differently so they did. 4. A situation where no one else was taking the lead, so they stepped up to do it. 5. Business classes at a university. When you compare the answers to most leadership development plans, you’ll notice that many organizations use workshops and classes as 80% of the way they develop leaders. Yet, leaders are saying that’s not what impacts them. And often the response to low transfer of knowledge becomes switching up the courses you offer leaders. But a more useful way to think about it is this: what if workshops and courses can only make up 15% of how we develop leaders - what could the other 85% look like? This is where the fun starts, for the organization, the L&D team, and the leaders. #leadershipdevelopment #learninganddevelopment