Your team is struggling to develop effective leadership skills. What can you do to help them?

First, I'd conduct a thorough skills assessment to identify specific areas of improvement. Next, I'd implement targeted training programs, workshops, and mentorship opportunities focusing on communication, decision-making, and emotional intelligence. Regular team-building exercises and collaborative projects can foster a leadership mindset. Encouraging a culture of open communication and constructive feedback would create a supportive environment for skill development. Additionally, providing access to external leadership resources, literature, or training courses can offer diverse perspectives. Continuous evaluation and adjustments to the development plan based on feedback and evolving team needs would be integral to the process.

Facilitate leadership development through training programs, mentorship initiatives, and workshops. Encourage self-reflection and feedback, set clear expectations, and provide opportunities for leadership roles. Foster a culture of continuous learning, emphasizing empathy, communication, and adaptability to enhance leadership skills.

Boost leadership skills uniquely with a "Leadership Escape Room Challenge." Craft immersive scenarios requiring leadership traits to solve, like crises or complex projects. Split the team into groups, rotate leadership roles, and assess real-time performance. Feedback and debrief sessions follow each challenge, fostering growth. Increase scenario complexity progressively and offer rewards for exemplary leadership. This unconventional approach immerses team members in high-pressure situations, fostering creative problem-solving and teamwork while making leadership development memorable.

If your team is struggling to develop effective leadership skills, and they're eager to grow - you have a lot of tools at your disposal. I often do qualitative 360s - where I interview people in their circle for an hour each - their direct reports, skip levels, those above them, etc. You learn a lot..and really tease out their challenges and strengths. But often, if they're a more junior exec, you likely have a solid handle on these areas already - and can give them direct feedback and help to develop them through your ongoing 1:1s, performance reviews and developing a rapport where they can be candid and ask tough questions and get solid advice. Be candid with them - it's a win for everyone.

First thing to remember is that leadership comes in all shapes and sizes. In today’s business environment, we have bias towards the extroverted, loud, charismatic individuals as the leader archetype. Over time, this has robbed us from a much wider and richer expression of leadership. Secondly, not everyone wants to be a leader. Some are happy being part of a team and a subject matter expert in their area. This is important to note, so that we can develop a number of leadership pathways for our employees. This will then inform the appropriate approach we need to take with supporting each employee’s leadership development journey.

If you're looking to advance your career, finding a mentor should be at the top of your to-do list. Here's why: 1. A good mentor can provide guidance and support when you need it most. 2. They can offer a different perspective on challenging situations. 3. A mentor can help you find new ways to overcome obstacles. 4. A mentor can boost your confidence and help you realize your full potential. 5. Mentorship relationships can lead to lasting friendships and professional networks.

To assist my team in developing effective leadership skills, I often take on the role of a mentor. I believe that while individuals may possess knowledge, translating it into practical skills can be challenging. As a mentor, I connect the dots, offering guidance on applying theoretical concepts to real-world scenarios. Also, practicing what you preach helps! This will help team gain trust and confidence in what you share.

When my team encountered a leadership skills challenge, coaching and mentoring proved transformative. Tailored coaching sessions and connections with experienced mentors boosted skill development and provided invaluable insights. This investment not only improved leadership skills but also nurtured a collaborative team culture.

There are three levels of mentoring In the first stage, "I do,You see" which means You need to demonstrate every task to your team and instruct them to watch your every move, including your reasoning and reasoning process. Step two:You do, I see. This phase necessitates providing your staff with opportunities to work with real-world materials and scenarios. However, you need to keep a close eye on their work, give them constructive criticism, and suggest ways they might increase productivity. Third step: Just report to me.meaning that your team has reached a point where they can handle everything on their own, and you should trust them with more responsibility. Just instruct them to report to you and give them some responsibility.

Coaching a team member is different from mentoring in that, rather than showing them how you've done it, you're supporting them to come to their own conclusions. Through a reflective-inquiry process you help them become "object" to their thinking process and expand their perspective on possible next steps.

Successful people know that there is always room for growth and development. They prioritize learning and seek out opportunities to improve their skills and knowledge. To continuously learn and improve, start by identifying areas where you want to grow. This could be a new skill, a subject you want to learn more about, or a weakness you want to overcome. Then, seek out resources and opportunities to learn and improve. This could include taking a course, reading a book, attending a workshop, or seeking out a mentor. By continuously learning and improving, you can stay ahead of the curve and achieve more than you ever thought possible.

Navigating your team's leadership challenges can invite a blend of experiential learning & stretch assignments. Embracing experiential learning means immersing the team in real-world scenarios, allowing them to apply knowledge and experience in practical contexts. This approach deepens their understanding of leadership dynamics and sharpens their decision-making skills through firsthand experiences. The introduction of stretch assignments adds a layer of challenge. These assignments go beyond the routine, pushing the team outside comfort zones, as embracing discomfort is a catalyst for growth. Stretch assignments, with their uncertainty, prompt individuals to tap into potential, fostering resilience and innovative thinking for leadership.

What works in leadership development? People learn best by doing, by practicing, collaborating, reflecting, and discussing in an engaging way that promotes critical thinking and dialogue. Developing opportunities for learners to immerse themselves in experiential learning while collaborating with peers is powerful. Experiential learning has an average retention rate of 65% versus 10% for traditional lecture-style learning (Training Industry Magazine) Organizations that invest in leadership development through experiential learning are 2.4 times more likely to outperform their peers (McKinsey survey)

Celebrating leadership successes, recognizing and acknowledging instances where team members demonstrate effective leadership skills. Public recognition can be a powerful motivator for continued learning and development.

Conducting a need analysis is crucial. Clearly communicate expectations and define leadership roles. Lead by example, showcasing qualities like integrity and adaptability. Foster a culture of continuous learning, providing access to resources. Create leadership opportunities for hands-on experience. Celebrate successes to boost morale and encourage a growth mindset by learning from failures. This multifaceted approach addresses skill development and cultural aspects for effective leadership.

One common pitfall of many small and family-owned businesses is the lack of delegation of responsibility, particularly to OUTSIDERS. In order to be more efficient, you need to outsource some of your day-to-day activities to your team and give them more authority. This will free you up to think about growth, acquisitions, new markets to explore, and technological investments that will boost your efficiency. Have faith in them and give them responsibility while you provide direction and advice. In times of need, you must also be there to lend them a helping hand. If Jeff Bezos doesn't give people responsibility and authority, Amazon will not be successful tomorrow.

This has some obvious benefits however to do this effectively can take practice and skill. One of the danger areas that I see leaders treading close to is the concept of "abandonment". To empower and not micromanage, the leader delegates the work but then effectively removes themselves, leaving the team member with little support. In addition to setting clear expectations, it is critical to include regular check-ins to ensure that support is there when required. As the leader you should have an understanding of the person's strengths and development areas. Using this knowledge will allow you to come alongside at the correct moments without undermining either their confidence or autonomy.

Delegating is not just about offloading tasks but is a strategic leadership approach that promotes skill development, efficient time management, and empowerment within a team. What better way to help your team develop a new skill and gain valuable experience than delegation? Effective delegation allows leaders to focus on high-priority tasks and strategic decision-making. It’s an essential tool for leaders fostering innovation. Delegating empowers team members by giving them a sense of ownership and responsibility. When your team feels trusted to handle important/critical tasks, it boosts their confidence and motivation. Empowerment fosters a positive work environment, encourages collaboration, and enhances overall team morale.

Assess your team's strengths and assign tasks that align with individual skill sets. This not only empowers team members but also builds trust and confidence in their abilities. Set clear expectations and provide the necessary resources. Empower your team by letting them take the reins on projects. Foster an environment where mistakes are viewed as learning opportunities, instilling a sense of ownership and accountability. Encourage leadership at all levels. Create opportunities for team members to lead meetings, initiatives, or even mentorship programs. This not only hones their leadership skills but also fosters a collaborative and dynamic team culture. ??

Providing Opportunities for Practice and Delegating leadership tasks, by assigning projects or initiatives that require team members to step up and demonstrate leadership skills, allows team members to practice in a safe environment with support. Encouraging participation in cross-functional teams and working in diverse teams can expose team members to different leadership styles and provide opportunities to develop their own leadership voice.

Create a culture where everyone's voice is heard and valued. Celebrate successes, both big and small. Acknowledge individual and team achievements. Constructive feedback should be a two-way street – offer it genuinely and be open to receiving it in return. Encourage team-building activities that go beyond the workplace, building camaraderie and trust. Above all, lead by example. Demonstrate vulnerability and authenticity, showing that it's okay not to have all the answers. A leader who creates a safe space empowers their team to take risks, innovate, and, ultimately, become extraordinary leaders themselves. ??

Creating a psychologically safe environment for your team is not just the right thing to do for your people, but also right for the business, since when people feel safe to express their views, business is more likely to benefit from higher innovation, talent retention and employee engagement. The more important question here, to my mind, is: how will you know that your employees feel safe enough to share and collaborate freely and effectively? Assessing and optimising the key elements that have the power to make or break your team, is more valuable and powerful.

When you have a safe and supportive team environment, you provide a place for growth and organizational greatness. No one person knows everything, but together, you can achieve so much more. When people are free to express their thoughts and know that someone is listening, they are so much more vested in the process and project.

It is unrealistic to expect a flawless performance from a team when you distribute tasks to them. Without a doubt, mistakes will occur. People learn from their mistakes and therefore it's important to let them work their way and support them when they fall. But executives will be hesitant to take risks and will strive to get the task done according to the processes specified in the firm if they don't feel safe doing so. This will hinder the company's growth. You need to put them in a secure space, tell them when they're wrong, and be there for them when they're down so that they can climb to the top.

To foster a more cohesive and communicative team, I propose incorporating routine team-building activities that promote open communication and trust. One effective initiative could be the establishment of a "failure forum," providing a platform for team members to openly share their mistakes and the valuable lessons derived from them. It is crucial to underscore the significance of psychological safety within the team environment, creating an atmosphere where individuals feel at ease taking risks and expressing dissenting opinions without the looming concern of negative consequences. By implementing these strategies, you cultivate a culture that not only embraces transparency but also encourages continuous learning and improvement.

Leaders should always role model the behaviours they want to see in others, and: - Give feedback that is specific and invites participation. Your people need to know what good looks like. - Support leveraging their leadership skills by stepping up or shadowing. Joining you in a leadership meeting, or supporting a new starter as they get up to speed. - Coach in real time, offer insights, ask them to reflect on what they could have done differently. Share the tools that you've learned along the way. - Recommend a mentor. Encourage them to consider who's leadership they value (beyond you)and support the connection. Acknowledge & encourage when they try something new. No one will get it right first time. But we can certainly learn from it.

Recognise none of us are perfect & we are all on a continual journey of self discovery. Focus more on role modelling "being on the developmental journey" & doing the work of development. I believe that true leadership isn't just about showcasing strengths; it's also about embracing our imperfections & learning from them. For me, leadership lies in demonstrating humanity, courage, vulnerability & compassion. It's about being open to new experiences, acknowledging when things don't go as planned, and learning. I've found that appropriately sharing my own leadership journey, including the challenges and resistances I've faced, helps motivate others to embrace their own journey. It's through these shared experiences that we learn the most.

Modelling is one of the most effective and powerful ways to help your team develop leadership skills. Be the example you want to see and set the tone with your team. You'll be surprised how quickly they will adapt. The same goes if there are certain habits/tendencies they have picked up that aren't working; is there something you're doing that they are picking up on? Be the leader.

Leading change without formal authority involves influencing behavior through a model that prioritises understanding, engagement, and collaboration. Begin by empathetically comprehending the concerns and perspectives of stakeholders, fostering a culture of open communication. Utilise positive reinforcement and encouragement to inspire behavioural shifts, creating a shared vision that aligns with business objectives. Establish yourself as a role model by embodying the desired behaviors and consistently reinforcing the benefits of the proposed change. #BehaviouralChange #LeadershipWithoutAuthority #ChangeManagement

The term “role model” is an ever evolving concept. Therefore one of the key virtues a people leader can have is curiosity. Curiosity that fuels growth, collaboration and agility in the face of an ever changing global business environment.

Consider where are they learning/practising it. I learnt cycling when I was 8 years old using my dad’s cycle, albeit through a series of falls and bruising my knees & and elbows, learnt swimming by spending countless hours in a pool and almost drowning myself a couple of times. I’m teaching my kids baking by letting them experiment with (read wasting) the baking ingredients, making flat cupcake batches. Similar experiences eh? Where is the team trying to develop those leadership skills – in an air-conditioned classroom solely absorbing the best of the models, frameworks, and the best books by the leadership gurus – the odds are they’ll continue to struggle. For true development, give them the environment to learn and practice the skills!

Training Programs: Provide leadership training sessions or workshops. Mentorship: Pair team members with experienced mentors. Skill Assessments: Identify specific areas for improvement through assessments. Feedback Sessions: Offer constructive feedback on leadership performance. Team-building Activities: Foster collaboration and communication within the team. Continuous Learning: Encourage ongoing development through resources and learning opportunities.

Too often, we talk about leadership skills and influence skills interchangeably, as if they were the same thing, but they are not. If a leader wants to develop their team's leadership skills, I'd first ask, "What style of leadership are we talking about?" Maybe what you mean is empowerment, agency, assertiveness, or influence. My point here is that by discussing leadership skills in such a general way, we are implying that there is only one style of leadership, and that's not the case. Working with leaders of different backgrounds, I've realized that the skills they possess vary widely from one leader to another. Let's be more specific and ask ourselves, "What type of skills are required for the leadership style I have in mind?"

It is all the 6 ways mentioned here. What works for one will require something different for another. Another is consistency. When you start doing these, continue because it tells the team you mean it.

Make sure to tie their skills to their career ambition. Nothing helps you gain buy in then helping them achieve their goals. Figure out what they want in the future and share how developing this skill will be necessary.