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How can you develop leadership skills in employees who are not natural leaders?

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Not everyone is born with the charisma, confidence, and vision of a natural leader. However, leadership skills are not fixed traits that cannot be learned or improved. In fact, many employees can benefit from developing their leadership potential, even if they are not aiming for a managerial position. Leadership skills can help employees communicate better, collaborate more effectively, solve problems creatively, and contribute more value to their teams and organizations. In this article, you will learn how to develop leadership skills in employees who are not natural leaders, using four practical strategies.

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Immaculata O.

Business Analyst || Project Manager|| Scrum Master || Founder - I.M.P.A.C.T
Matt V.

Show Host at Sockeytome

1 Identify strengths and gaps

The first step to developing leadership skills in employees who are not natural leaders is to identify their strengths and gaps. Strengths are the areas where they excel, such as technical skills, interpersonal skills, creativity, or initiative. Gaps are the areas where they need to improve, such as decision making, delegation, feedback, or conflict resolution. You can use various tools to assess their strengths and gaps, such as self-evaluation, peer review, 360-degree feedback, or personality tests. Based on the results, you can help them set specific, measurable, achievable, relevant, and time-bound (SMART) goals for their leadership development.

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Immaculata O.

Business Analyst || Project Manager|| Scrum Master || Founder - I.M.P.A.C.T
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I believe leadership skills can be taught and so everyone should be given a fair chance at it. For those who do not fall into the category of being natural leaders, leadership skills can becomes acquired skills for them. The first step would be to identify that specific area where he/she thrives and then create an enabling environment for growth and practice. This can take the form of leadership trainings, coaching and mentoring, shadowing and so on. Once such an individual has come to realise their own potential, they can further be taught to become pillars and a source of growth to others simple through a ripple effect.

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Matt V.

Show Host at Sockeytome
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Patience. Thats it. Work as much as you can to instill the virtue of patience in someone. It's legitimately the hardest task to teach. You can only teach it by actually displaying it. How many of us have patience anymore?

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Carlos Eduardo Magliano
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Para desenvolver habilidades de lideran?a em colaboradores que n?o se veem como líderes, invista em treinamentos focados e ofere?a oportunidades práticas, como liderar pequenos projetos. Implemente programas de mentoring com líderes experientes para orienta??o e feedback. Cultive um ambiente que encoraje a experimenta??o e reconhe?a os esfor?os, refor?ando a confian?a e o crescimento pessoal.

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2 Provide coaching and mentoring

The second step to developing leadership skills in employees who are not natural leaders is to provide coaching and mentoring. Coaching is a process of guiding, supporting, and challenging employees to achieve their goals, overcome obstacles, and learn from their experiences. Mentoring is a relationship of trust, advice, and inspiration between a senior and a junior employee, where the mentor shares their knowledge, skills, and insights with the mentee. You can provide coaching and mentoring to your employees by asking open-ended questions, listening actively, giving constructive feedback, sharing best practices, and celebrating their successes.

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3 Create learning opportunities

The third step to developing leadership skills in employees who are not natural leaders is to create learning opportunities. Learning opportunities are situations where employees can apply their leadership skills, learn from their mistakes, and receive feedback. You can create learning opportunities for your employees by assigning them challenging projects, involving them in cross-functional teams, exposing them to different perspectives, and encouraging them to take risks and experiment. You can also provide them with formal training, online courses, webinars, podcasts, books, or articles that can help them expand their knowledge and skills.

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Saheb Kaur Nanda

Founder, Pigmint | Ex-AIESEC, Lawctopus, Radius Ghana, VacMode
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Support a culture of continuous learning. Provide access to resources like books, articles, and online courses that can help employees expand their knowledge and skills. Pay for these learning tools if you can. I once gifted online courses to my team leaders when I was heading a department at AIESEC.

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4 Foster a leadership culture

The fourth step to developing leadership skills in employees who are not natural leaders is to foster a leadership culture. A leadership culture is an environment where leadership is valued, recognized, and rewarded, and where everyone is encouraged to take ownership, responsibility, and initiative. You can foster a leadership culture by modeling the behaviors and attitudes you expect from your employees, such as integrity, accountability, transparency, and collaboration. You can also promote a culture of trust, respect, and feedback, where employees feel safe to express their opinions, share their ideas, and learn from each other.

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5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you develop leadership skills in employees who are not natural leaders?

1

2

3

4

5

1 Identify strengths and gaps

2 Provide coaching and mentoring

3 Create learning opportunities

4 Foster a leadership culture

5 Here’s what else to consider

Business Communications

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How can you develop leadership skills in employees who are not natural leaders?

1

2

3

4

5

1 Identify strengths and gaps

2 Provide coaching and mentoring

3 Create learning opportunities

4 Foster a leadership culture

5 Here’s what else to consider

Business Communications

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