Your company needs to develop new leaders. What are the most innovative tools to help you do it?

I have found the best way to test one’s potential is to put them in situations that are uncertain to them and different from what they have historically done. Also expose them to new situations and people where by they will need to pull on new skills and “muscles” to be successful. Then observe how they perform, relate to the different situations and people and provide them candid and direct real time feedback along the way.

Evaluating for potential goes beyond achieving or surpassing organizational metrics. It requires supervisors to know their people well and understand what they do and why. Provide them with opportunities to explain their actions and look for higher-level thinking skills and the ability to communicate with various audiences. Assess cultural competence and ability to handle stress. Check their moral compass and ethical reasoning abilities. Use 360-degree feedback to determine whether they present a different face to superiors than peers and subordinates.

Neuro-Linguistic Programming (NLP) techniques can be valuable tools for leadership development. Here are some ways NLP can be applied to develop new leaders: 1. Meta-Model for Communication Skills: Enhances clarity and rapport in communication. 2. Anchoring for State Management: Aids leaders in managing emotions, particularly in high-stress situations. 3. Well-Formed Outcomes for Goal Setting: Guides leaders in setting clear, achievable goals aligned with organizational objectives. 4. Mirroring and Matching for Rapport Building: Improves interpersonal relationships through rapport-building techniques. 5. Reframing for Perspective Shift: Fosters a solution-focused mindset by shifting perspectives on challenges. And many NLP tools..

Don't overstep having managers asking their individual team members in regular one-to-one meetings what career aspirations they have. They might not be ready to be put on a management track immediately but it allows the individual and manager to work together to identify gaps and developmental opportunities that can get them there.

One of the most effective ways to assess potential is the nine-box grid. This tool assesses both performance and potential and is critical to identify key talent, emerging talent, and people ready for the next level. If you are building a leadership pipeline this methodology is critical to have in your toolbox.

1) Reverse Mentoring Programs: Pairing experienced leaders with younger colleagues creates a two-way learning experience. New leaders gain fresh perspectives and insights, while mentors stay updated on trends and learn from diverse viewpoints. 2) Global Leadership Networks: Online communities connecting aspiring leaders across different locations and industries foster knowledge sharing, peer support, and cross-cultural learning. 3) Micro-Mentorship Apps: Short, focused video clips or text messages from established leaders offer bite-sized leadership tips and inspiration on-demand. This accessible format caters to busy schedules and diverse learning styles.

Coaching and mentoring are powerful strategies for developing leaders, offering personalized guidance and support. They help with valuable insights into your strengths, weaknesses, and blind spots. This heightened self-awareness enables you to understand your leadership style and make informed decisions.

With the right planning and effective methods, you can support your team to reveal and polish their leadership skills. My contribution to organizations in this regard is to conduct group and one-on-one work with a unique method. With the ReBrain tools I use, we create programs tailored to the needs and achieve measurable results. I especially recommend ReBrain-Pro and ReBrain-Pro Plus.

I firmly believe the most effective way to develop new leaders is to give them an executive coach. It's like leadership graduate school. The right executive coach is going to spot strengths and weaknesses, develop emotional intelligence, and show the new leader how not to fall into common new leader traps, like becoming too busy to win, too proud to see, and too afraid to lose.

With the advent and fielding of NLP and LLM, AI can personalize coaching and mentoring programs by analyzing individual learning styles and progress. This technology tailors content and coaching methods to each candidate's needs, enhancing their learning experience. Connecting with experienced leaders and mentors through LinkedIn offers invaluable real-world insights and guidance. This combination of personalized AI coaching and LinkedIn's network of professionals provides a dynamic and effective approach to nurturing new leaders. Harnessing both and keeping the "human element" is a great approach to successful coaching/mentoring.

One of the least expensive ways to develop insights and build a leadership development culture is to engage in group reading and discussion. Pick a leadership book and assign a chapter to the team. Then gather to engage in a facilitated discussion about the reading, and whether it applies to your context. Ask questions like, “Was there anything in that chapter that we could put into effect in our team tomorrow?"

To offer impactful learning and development, integrating AI into training programs is a key way to leverage technology/human interaction. AI can create customized learning paths based on individual strengths and areas for improvement. Furthermore, engaging with the LinkedIn community for webinars, online courses, and interactive workshops allows for diverse learning opportunities. This approach ensures that prospective leaders are exposed to a variety of perspectives and skills, essential for their growth and development in leadership roles.

Remember, innovative leadership development isn't about stuffy seminars and cheesy icebreakers. It's about unleashing the inner conquistador, embracing the absurd, and proving that even the dullest office drone can become a corporate champion (as long as they know how to navigate the microwave line, that is). So go forth, HR warriors, and unleash the laughter – and the leaders – of the future!

How can you make learning opportunities interesting, relevant, and engaging? I think it starts by making it personal. If you're going to read a book with your team, start with one that's changed your leadership or impacted you deeply. Why does it matter here and now? Why was it valuable to you? Sharing those insights at the front can drive interest. It's also helpful to ask and learn what the group is interested in discussing. What's the felt need your leaders want to address? When we feel the problem, we're more likely to engage with the resources that point to a solution.

Broaden the scope of learning and development by implementing cross-functional training programs. Expose new leaders to various departments and functions within your organization, providing them with a holistic understanding of how different parts contribute to the overall success. This hands-on approach encourages collaboration, breaks down silos, and equips leaders with a comprehensive skill set needed for effective decision-making in a dynamic business environment.

Leadership readiness can be assessed by observing how disciplined a person is with leading them self; observe and note. Leadership can be role based but leaders are not; characteristics are evident. After identifying basic characteristics of a leader- ask team members what or where do they lead currently. Gathering the information that the team may be leading successfully in another area unrelated to their work may be highly indicative of their capacity to lead for the organization. Assign or request volunteer for a pilot project to lead. The person leading will be able to demonstrate willingness to lead, will be able to learn areas needed for building capacity to lead and demonstrates to others that the organization supports growth.

Fostering the growth of new leaders is essential for the enduring success of any organization. Numerous cutting-edge tools can efficiently support the development of leadership skills. Integrate instruments that facilitate instantaneous feedback and performance evaluations. These tools encompass 360 feedback systems, affording leaders valuable insights from colleagues, subordinates, and superiors.

Feedback is a gift, and recognition is key. There are a couple of ways of getting feedback whether in person, by doing a start/stop/continue (I'd highly recommended the person that is the subject of feedback not be in the room + have a 3rd party conduct it) or utilize polls/surveys that could be done anonymously to get pretty direct feedback. Recognition is a great way to motivate people, but you'd want to understand they type of recognition that individual would like to receive in order to motivate them. For example some may like the use of social media to be recognized for their work and others may prefer not to be recognized publicly. Either way, be sure to give feedback when necessary and recognize the efforts of your leaders.

360-Degree Feedback Tools Traditional feedback mechanisms are evolving into 360-degree feedback tools. These tools collect feedback from peers, subordinates, and supervisors, providing a comprehensive view of a leader's strengths and areas for improvement. The richness of feedback allows leaders to tailor their development plans effectively.

Incorporating AI into the feedback process allows for continuous, real-time performance evaluation. AI tools can provide objective, data-driven feedback, helping individuals understand their progress and areas for growth. I've taught GPTs to act as "x" role in an organization, and fed it industry standard knowledge. While human interaction is imperative in leadership development, having a data-backed approach arms our coaches with objective data on folks' leadership capabilities. I'm extremely excited about the future of AI as a TOOL, it will never replace the human element of leadership development/training.

In my journey, I've found that building networks and communities is vital in developing new leaders. By connecting them with peers and mentors, organizations foster collaboration and knowledge sharing. Utilizing online platforms and events facilitates easy networking and access to valuable resources. Tools like blogs and podcasts further enrich learning by providing insights and experiences from diverse leaders. Building strong networks and communities empowers new leaders to thrive in their roles and drive positive change within the organization.

The power of networks and communities has multiplied in the digital realm. Online forums, augmented reality meetups, and virtual reality conferences have transcended geographical limitations. AI-driven matchmaking algorithms can connect aspiring leaders with mentors, peers, and industry experts. Furthermore, blockchain-based platforms are ensuring the security and transparency of networking interactions, fostering trust and authenticity in digital communities.

Employees feel safe when they belong to the culture of the organisation. Teams that have a strong sense of purpose and belonging to the organisational culture perform incredibly well. Throw the spotlight on the team, conduct community building activities for the team and have them know each other as ‘human beings with a heart and a soul’ as opposed another number in your roster.

Gamification for Leadership Development Gamification adds an element of fun and competition to leadership development. Game-based learning platforms incorporate leadership challenges, simulations, and scenarios. Leaders earn points, badges, or rewards as they progress, injecting a sense of achievement into the learning process.

Something many of our clients find value in is creating Peer Learning Circles. The way we structure them is having a short piece of content that is introduced and they reflect on and apply between sessions and use the rest of the time for peer coaching. Some of the best ideas and collaboration come from having this dedicated space for people to leverage the collective wisdom of the group. And it helps them realize they're not alone and have colleagues they can lean on as well.

Gamified Leadership Development can be considered. Gamification introduces points, badges, and leaderboards to leadership development, making it engaging and competitive. Leader-like behaviors are rewarded, encouraging intrinsic motivation and continuous learning.

Organize innovation labs or hackathons to challenge and develop emerging leaders. These events provide hands-on experience in tackling real-world business problems, fostering creativity, strategic thinking, and teamwork. Participants can work in diverse teams to devise solutions, encouraging them to think outside the box and collaborate effectively. Such events also help in identifying individuals with strong leadership potential and innovative mindsets. By providing a platform for practical problem-solving and innovation, these labs and hackathons not only enhance leadership skills but also contribute to the organization's culture of continuous improvement and adaptation.

Innovation thrives in diverse environments. Cultural Intelligence promotes a culture where leaders are encouraged to experiment with different approaches, leveraging the richness of diverse perspectives for creative problem-solving. Example: Companies like Apple and IBM encourage cross-cultural collaboration in project teams, leading to innovative solutions that cater to a global audience.

The digital age has democratized innovation and experimentation. Collaborative platforms, augmented by AI, enable leaders to ideate, prototype, and test ideas in virtual environments. Real-time feedback loops, sentiment analysis, and predictive analytics help leaders refine their experiments swiftly. Additionally, organizations are embracing "failure parties" in virtual spaces, where leaders can openly share and learn from their innovative endeavors, fostering a culture of continuous improvement. In the age of digital transformation, the journey to developing new leaders is paved with innovative tools that empower organizations to identify potential, nurture talent, and foster a culture of continuous growth. ????

To develop new leaders, innovative tools like virtual reality (VR) training and AI-driven coaching platforms can be highly effective. VR can simulate complex leadership scenarios, allowing emerging leaders to practice decision-making and problem-solving in a risk-free environment. For example, a VR program can recreate a boardroom scenario where trainees handle difficult conversations, manage diverse team dynamics, or lead crisis response efforts. AI coaching platforms, on the other hand, provide personalized training and feedback based on individual learning styles and performance. These tools offer immersive, customized experiences that accelerate leadership development by providing practical, interactive learning opportunities.

Gamified Learning Experiences: Implementing game elements in training (like points, badges, and leaderboards) can make learning more engaging and fun, encouraging participation and competition in a healthy way. Virtual Reality (VR) and Augmented Reality (AR) Training: VR and AR can simulate real-life leadership challenges in a controlled environment, allowing emerging leaders to practice skills like public speaking, conflict resolution, or crisis management. Cross-functional Project Assignments: Assigning emerging leaders to lead projects that involve working with multiple departments or teams can provide them with broader organizational experience and help them understand various business functions better.

Developing new leaders in a company requires a mix of traditional methods and innovative tools that cater to the evolving landscape of leadership. Here are some of the most innovative tools and approaches for leadership development: Virtual and Augmented Reality Training AI-Powered Coaching Platforms Online Learning Platforms and MOOCs Gamification in Training Social Learning Platforms Digital Mentoring Programs Mobile Learning Apps Big Data and Analytics for Tailored Learning 360-Degree Feedback Tools Mindfulness and Emotional Intelligence Apps Collaboration and Project Management Tools Scenario-Based e-Learning Leadership Podcasts and Webinars Innovation Labs and Hackathons

How about dream setting? Dream setting is a process of helping your employees identify and pursue their personal and professional aspirations. It involves creating a vision of the future, setting SMART goals, and designing action plans to achieve them. Dream setting can help your employees feel more motivated, engaged, and fulfilled at work. It can also help them develop skills and competencies that are relevant for their career growth and leadership potential.

While tools and innovations are great, recognize that folks may not know how to flawlessly execute the basics of leadership. They might not even know the business intricacies or how it makes money. Give them a foundation that builds acumen around the business, finance and basic leadership practices and give them time to apply it with feedback and opportunity for reflection and re-attempts.

Developing new leader is a continuous and necessary process through out the lifecycle of an organization. But building right kind of leaders is an edge. Here i would like to bring an important aspect of a leader and leadership, where we should not focus on a leader as a role, but a leadership as a behavior. The tools that develop the skills and behaviors of an individual who are processed through their innovation, people management, empathy, delegation, out of box thinking, assessment which should be unbaised-360 degrees, mentorship, crisis and conflict handling and more importantly emotional intelligence along with self awareness and self regulation are very vital behavioral patterns which are required as behaviors to develop leadership .