What do you do if your company has no leadership development programs in place?

If my company lacks leadership development programs, I'd take initiative by proposing the idea to management, highlighting its potential benefits for employee growth and organizational success. Drawing from my own experiences, I'd offer to spearhead informal mentorship initiatives or organize knowledge-sharing sessions among colleagues. Additionally, I'd seek out external resources like books, workshops, or online courses to continue honing my own leadership skills and encourage others to do the same. It's about fostering a culture of continuous learning and growth, both personally and within the organization.

You need to have something to be aiming at first and foremost. If you can’t find an internal coach or mentor, then you need to go external. It’s obviously much better if you can actually engage and receive feedback from a real person, but almost as good would be an inspiring leader that you can easily access information to online. Doesn’t always have to be in your relevant job field. I have learned some of my most valuable lessons from people who don’t know the first thing about mechanical engineering. This is where wisdom comes into play to allow you sift through everything and take what you need. May not be a popular opinion these days, but looking to the man upstairs and opening your Bible always leads to insight to your problems.

Engaging in professional networks amplifies learning, collaboration, and influence, fostering continuous growth as a leader. By embracing these avenues, individuals cultivate a path towards becoming more effective leaders in their fields.In the journey to enhance leadership skills, leveraging the wisdom and guidance of experienced mentors can provide invaluable insights and perspectives.

Rather than waiting for the perfect mentor, I've learned to engage with various people, even those whose approaches I don't always agree with. By understanding both positive and negative examples, I've been able to refine my own style and avoid pitfalls. Professional networks are goldmines for exchanging insights and best practices. I regularly attend industry events and participate in online communities, which connect me to diverse perspectives that enrich my understanding of effective leadership. Observing "anti-heroes"—leaders who struggle or fail in specific ways—has been eye-opening. By understanding where they went wrong, I can anticipate similar challenges in my own journey and be prepared with solutions.

In such a scenario, seeking external mentors and coaches can be invaluable. These seasoned professionals offer personalized guidance and insights tailored to individual growth needs. Additionally, actively participating in industry events, workshops, and networking opportunities can provide exposure to diverse leadership styles and best practices. Taking ownership of one's development journey demonstrates initiative and dedication, qualities essential for effective leadership. While internal leadership programs may be lacking, leveraging external resources empowers individuals to proactively cultivate their leadership skills and drive organizational success.

I look for external programmes rather than relying on my company to prepare all trainings I need. In fact I see more benefits in attending external trainings, for advanced contents by professional coaches and for networking opportunities with experts of diverse fields. When I see the value of sharing my experiences at the trainings, then I open seminars and invite my colleagues to discuss applications or talk to the company to provide an official training programme.

Look for mentors or coaches outside of your industry or profession to gain fresh perspectives and insights. Consider reverse mentoring where you learn from younger or less experienced colleagues, particularly in areas like technology or social media.

If your company lacks leadership development programs, start one! Initiate grassroots efforts like starting a leadership book club, creating a mentorship program, or organizing peer-led skill-sharing sessions. Reach out to local universities or online platforms for group learning opportunities. Encourage teams to identify and present on leadership topics, promoting constant learning and growth. Show initiative by proposing a structured program to management, highlighting its potential ROI in terms of employee engagement and retention. Be the catalyst for change, demonstrating that leadership grows from curiosity, initiative, and the willingness to invest in people.

4) Leadership isn't theoretical, it's practical. Apply your learning directly to your work: a) Lead by Example: Demonstrate the behaviors you want to see in others. b) Take Initiative: Propose process improvements or innovative solutions. c) Collaborate Across Departments: Understand the broader organizational context. d) Problem-Solving: Tackle real business challenges. 5) Seek Feedback: Feedback fuels growth. Regularly solicit input from colleagues, supervisors, and team members. Constructive feedback helps you refine your leadership approach. 6) Develop Emotional Intelligence: Leadership isn't just about tasks; it's about people. Cultivate empathy, self-awareness, and relationship-building skills.

Volunteer for cross-functional projects that allow you to learn new skills and gain exposure to different parts of the organization. Initiate or lead initiatives that align with your personal development goals, demonstrating initiative and leadership potential

Taking on stretch assignments and projects is indeed a great way to grow as a leader. It's like stepping into a new arena, where you're not just playing the game but also setting the rules. It's a test of your adaptability, resilience, and strategic thinking. Remember, every challenge is an opportunity to showcase your potential and make a significant impact. So, don't shy away from those stretch assignments, instead embrace them with open arms and a determined mind. ??????

Show drafts No programs? No problem! Seek challenging projects, volunteer for cross-functional teams, and learn from experienced colleagues.

Create a "feedback board" where colleagues can anonymously provide constructive feedback, fostering a culture of continuous improvement. Implement a peer feedback system where team members regularly provide each other with feedback on specific skills or behaviors.

By adopting comprehensive approach, you can effectively develop your leadership skills even within organizations with limited formal programs. Remember, consistent effort, coupled with a commitment to learning and feedback, is key to unlocking your full leadership potential.

Always ask people you work with and that you trust and value what you could have done better. External feedback is crucial for our development and although sometimes we might hear things we don't like we need to train our minds to seek it.

Mentor Others: Even without formal programs, mentorship is powerful. Share your knowledge with junior colleagues. Help them develop their leadership potential. Learn from Role Models: Observe successful leaders both within and outside your organization. Analyze their behaviors, decision-making, and communication styles. Create a Learning Community: Formal programs often include peer interactions. You can replicate this by organizing informal leadership discussions, book clubs, or lunchtime chats. Measure Progress: Track your growth. Are you improving in your chosen areas? Celebrate wins and adjust your plan as needed.

It's incredibly important to invest in yourself, whether your organization offers opportunities or not. There are so many great schools of thought out there, so do some research, follow (and unfollow) influencers, attend local conferences, and join professional groups. There are many opportunities that don't cost anything, you just have to look for them. Pay attention to the leaders you have access to. Often you'll find who you do (or don't) want to be based on those relationships. There is a lesson to be learned in every interaction, so always focus on what you can gain in that moment (even in the mistakes). And remember that with everything you learn, the goal is to be your own best leader, not to simply imitate those around you.

Leadership's journey is uniquely ours to navigate. Embracing "Invest in your learning and development" is crucial. Remember, steering your career is your responsibility. A helpful tip is Brian Tracy's advice: allocate 3% of your income to personal growth. This investment can take many forms, from workshops and books to online courses. Don't overlook coaching; it's a powerful way to unlock potential and propel forward. Making this commitment means investing in your future, ensuring you're always evolving and staying ahead. Your career's direction is in your hands; lead it with intention and wisdom.

Consider initiating informal leadership development sessions within your team. Encourage open discussions where team members can share experiences, insights, and challenges. Rotate the facilitator role to promote shared leadership responsibility and skill development. This approach fosters a culture of continuous learning and collaboration, empowering everyone to contribute to each other's growth while addressing the absence of formal programs.

Explore alternative learning methods such as online courses, podcasts, or webinars, tailored to your specific development needs. Attend conferences or workshops outside of your industry to gain interdisciplinary knowledge and broaden your skill set.

Leaders must take it up on themselves to invest in their own development. It doesn't have to be expensive, as the resources available today are various and plentiful. Podcasts are free, and available on pretty much every platform. LinkedIn Learning, Udemy, and so many others have great options. It doesn't take much for a leader to find what he or she is looking for, but they do need to be intentional.

Why wait for your company to start a leadership development program and why do it yourself? At any given company I've worked for, there has always been people ready to learn and grow, and there is already loads of material available online to do it with. I've found that like-minded people when banded together for the common goal of growing can be a powerful force. Find like-minded people in your company, form a self-learning group, set goals to motivate each other, and give people assignments to lead a particular session to allow them to exercise key leadership skills. The plus of this group is that you are all there to back each other up when you start facing real leadership challenges within the company.

At my level of leadership, when facing a lack of formal development programs, I lead by example and create opportunities not just for myself but also for my team. I leverage my network to bring in external mentors and experts for workshops and discussions. I advocate for and invest in access to online leadership courses, encouraging my team to pursue continuous learning. Through these initiatives, I aim to fill the gap and cultivate a strong leadership pipeline within my company.

I am more concerned about companies having leadership development skills training and ignoring those who have completed training. Ideally, companies should select diverse individuals with great potential and support them along the way, not just with training but with opportunities to put their lessons learned into practice. Like physicians, it's great to go through medical school but if you don't go through residency training, you won't gain the experience. In the airline industry, it's great for pilots to go through training but they need thousands of flight time to be proficient at what they do.

1) Anticipate Needs: Pay attention to the challenges and needs of those around you. Offer assistance or resources before they ask for help. 2) Offer Support: Be proactive in offering your support and expertise to others. This could involve mentoring, coaching, or providing guidance. 3) Problem-Solving: When you see a problem, take the initiative to find a solution or offer suggestions on how to address it. True leadership means prioritizing the growth and well-being of the employees and the organization over personal gain. This is demonstrated through actions. This approach can help foster a positive and supportive environment, leading to better teamwork and outcomes, even in the absence of a formal leadership development program.

The gut feel would be to fight hard to push the leaders in the organization to invest in learning and development / leadership development program; however, when this is not possible, seek out programs at nearby colleges and universities and service providers who excel in leadership development, and of course always seek out a qualified coach who can work with you one on one to develop the right program to unlock your potential.