What are the best ways to gain leadership experience early in your career?

A great way to start is by gaining confidence and realising one's potential To do so, it is essential to seek continuous feedback. While celebrating positive feedback is important, it is equally important to understand constructive feedback and not take it personally but focus on the improvement aspect While seeking feedback, it shouldn't be from just one person or a selected few, it would be preferable to have it from leaders as well as peers and in applicable cases, people who report into you An important aspect of seeking feedback is to be specific on what you are seeking feedback on; If it is a certain task, or a project or people skills, etc. Without focus, the feedback wouldn't add value to the growth or improvement of the individual

Often, my clients will ask me, "What's the point in asking for feedback? Everyone always just says I'm doing great, so it's useless." It will pay off if -- before asking for feedback -- you do the work of creating a specific ask. When you ask for feedback in the form of a specific question, it is easier for the other person to understand what kind of conversation you are really up for. We've all been asked for feedback before only to realize the asker didn't really want our honest opinion, so make it clear upfront what is behind the question and what level of response you would like to receive. Good luck!

Leadership skills can be developed in a person’s professional journey. Here are some tips to keep in mind. 1. Look up to other leaders and emulate the good qualities that they demonstrate 2. Have a growth mindset that encourages you to acknowledge your failures and helps you learn from them 3. Get yourself mentors who can guide you and support you through your journey 4. Ask for feedback and act on it 5. Learn to take ownership

Absolutely seeking feedback from trusted and safe leaders. What i mean by this is, leaders who role model what they are saying, who are humble, consultative and exploratory in their style i.e. who also know they need to seek feedback and enable discussion even from more "junior" colleagues to ensure feedback has relevancy. Not taking constructive criticism personally which may derail progress. If you're unsure how to execute learning and taking the feedback obtained further, ensure that follow up question is asked, don't be shy in relation to help or pointers for effective implementation

2- Lead by being example It is through your leadership style where you would show the outcome you are expecting from your team. Leading by example creates a trusting relationship between you and your team members, and also ease or no pressure while performing the job. Having such a leadership style will develop confidence of leading the organization towards its goal.

Aside from feedback and increasingly self-awareness as an early best practice, volunteering for projects is next best. Offer to support new initiatives in your division or outside of your business unit. Offer up your time for an employee resource group. Add your voice and ideas to how to create multigenerational management capabilities. If you’re junior in the organization your POV is important to strengthen retention practices of early career talent.

Volunteering for projects / PMO roles is a time tested way for exposure & experience of leadership expectations. This also enables embarking on a shift from tactical to strategic mindset.

Leadership skills are not always developed at work. My first experience of leading was as a cricket captain as a teenager when I was asked to stand in for the usual skipper. It gave me a feel for the challenge of balancing tasks with people management. Sometimes focus was on one, at others it needed to switch. From this experience I volunteered to be football captain where reaction-strategy, decisions and people management skills were all required under time pressure. Having experienced these scenarios, I believe I had a decent appreciation of whether I was cut out for leadership or not. Being aware of people's reactions to me and (genuine) feedback was also key.

Be proactive, assertive and collaborative towards volunteering for opportunities to be head of a committee or special projects within or outside your organization this will expose you to great leadership experience and development.

If you want to not only evaluate your leadership ability but also develop your leadership skills, volunteer in a volunteer organization. In volunteer organizations, no one truly has authority even if they have a formal position, rank, or title because those volunteering can simply and easily choose to stop volunteering since there is no financial benefit to staying. If leaders in volunteer organizations can’t lead with moral authority based on their character, no one will follow them. If no one follows them, there won’t be a volunteer organization. Volunteers follow because they want to not because they have to. If you’re in a volunteer organization and find yourself frustrated due to a lack of influence, you’re not leading well.

High impact people take responsibility AND get results in a way that builds trust with everyone above, below, and beside them on the organizational chart. Taking responsibility and delivering results is the quickest way to build trust with your leader. But, how you’re being while you’re delivering those results will determine if you build trust with your team or whether you create distrust. When you build trust with your leader or your team, your influence (leadership ability) is increasing because of how you do what you do. When you create distrust with your leader (don’t get results) or with your team (go about getting results in the wrong way), your influence (leadership ability) is decreasing because of how you do what you do.

Another very effective strategy is to willingly take on extra responsibilities. Look for opportunities within your immediate scope of work first. Offer to assist a manager or a coworker on projects or tasks that go beyond your regular responsibilities. Also, identify areas where processes or systems can be enhanced. Innovating or streamlining these areas not only adds value to your organization but also develops your problem-solving and strategic thinking skills.

Eagerness is not only incentive for somone to give you a chance, it is also an opportunity to develop new skills and grow further in your personal and professional life as well. Try something different, you may find a new passion in the unknown!

In my role as a learning and development leader, I've witnessed firsthand the transformative power of shouldering additional responsibilities within a team. One standout example involves a team member who voluntarily took charge of a high-impact project beyond their usual scope. By doing so, they not only showcased their dedication but also exhibited a proactive attitude towards personal and professional growth. This initiative not only elevated their skill set but also demonstrated a readiness for leadership roles. Embracing extra responsibilities is a strategic move, fostering a culture of continuous learning and signaling to peers and superiors alike that you are not just an employee but a leader in the making.

Here are a few ideas... if you spot something that needs changing, change it. Give your time to a charity or social enterprise. Try to convince people to change habits or lifestyle for something greater such as the environment. Coach a young person. Set yourself challenges. Shadow people whos work interests you or interfaces with the work you want to do.

Beware when choosing a leadership mentor. Character development equals leadership development. High impact leadership is about influencing people to follow you because they want to, not because they have to. If you’ve identified a mentor and they’re not speaking to you primarily about character development and secondarily about competency development, they’re not mentoring you on leadership. Most likely, they’re mentoring you on management of people, not leadership of people. You should identify a mentor to speak with in person or by phone or video (these can be located anywhere). You can also allow others you may never meet to mentor you through their content (books, podcasts, videos). That’s why high impact leaders create content.

It is incredibly important to find leaders who can help mentor you, sharing their lessons learned so you can compound your leadership growth. But that doesn’t mean copy them! Understanding why or how a mentor chooses to do something can be incredibly helpful if you apply it to your own opportunities. Find multiple mentors - learn what works for you, personally.

Observation, association, and conversation! I was fortunate (early in my career) to have been able to observe and have conversations with leaders and mentors I respected through observation and listening to how they talked to and dealt with people. We can learn a lot by listening, and observing those around us. Watch leaders, or suspected leaders, and how they interact. Don't hesitate to have a conversation with someone you've gained respect for through these observations. They may be more willing than you think to sit and talk, answer questions, and pass along their wisdom! Build those relationships! Everyone has wisdom to learn from, and pass on!

A great mentor and a Coach will help in the early stages of the career. I was lucky to have some bosses who gave me opportunities in the very early stages of my career.

It's essential to identify mentors with a proven track record of authentic and inspirational leadership. Choosing a mentor who has invested the necessary work ensures genuine and impactful personal and professional development. This approach aligns mentorship with authentic leadership values. Furthermore, prioritize finding a mentor who goes beyond merely answering questions. Find someone willing to guide, sharing experience, wisdom and insights to help navigate the complexities of leadership. A mentor who fosters a learning journey rather than providing quick answers contributes significantly to long-term growth and development.

Developing emotional intelligence (EQ) is vital for leadership. High EQ involves understanding and managing your own emotions and those of others, crucial for building relationships, managing stress, and resolving conflicts. Focus on self-awareness to recognize your emotional triggers and self-regulate impulsive reactions. Empathy is key for understanding team members and effective communication. Also, hone your social skills, like communication and listening, essential for leading teams and achieving goals. Investing in EQ early sets a strong foundation for successful leadership, improving your ability to manage yourself and others.

In addition to learning about EI, adopt a posture of leadership for yourself and embrace your leader expressions: consciousness, curiosity, and courage.

Listen and reformulate everything you hear incessantly and without comment or judgement. When you're in conversation with people notice everything.... the way they move, they way they breathe, their smell, when they shift position, the dilation of their pupils, the mannersisms they use to articulate their inner thought processes. Everything communicates and as you notice you will empathise. Listening grows your emotional intelligence. Meditation and mindfulness grows your self-awareness.

In addition to understanding emotions, actively work on empathizing with others. Put yourself in their shoes, try to see situations from their perspective, and genuinely listen to their concerns and feelings. This will strengthen your ability to connect with and support your team members.Emotional intelligence helps you inspire and motivate your team. By understanding what drives and motivates each team member individually, you can tailor your leadership style to encourage their best performance.

EI! Can we just talk about emotional intellegience for a moment. This is not discussed enough in leadership development. Developing emotional intelligence is a continuous journey, one that profoundly impacts not only your professional life but also your personal growth and relationships. Simply put, it cannot be ignored! Here are some practical steps to enhance EI: -Regularly seek feedback on your interactions and emotional responses from trusted colleagues or mentors. -Engage with books and courses focused on emotional intelligence to gain insights and strategies. -Implement reflective practices like journaling or mindfulness to increase self-awareness.

One thing I found helpful is observing all the leaders around me that lead different orgs yes I mean all! Good, bad, and the neutral. Natural exposure to all types of leadership will bring different perspectives to you allowing you to construct what type of leader you want to be and more importantly the type you don't want to be. This is just one helpful strategy amongst many.

One of the best films I have seen on leadership is 13 Days... about Kennedy and the Cuban missile crisis. Much of the script was based on the conversations that took place in that time so we can see how Kennedy deals with intense pressure, keeping an open conversation regardless of how many strong opinions he faces, great listening, articulate questions and the ability to zoom out and get perspective. Gandhi is another GREAT film on leadership.... timeless, compassionate, global leadership The Legend of Bagger Vance. The list goes on. I love film as a way of studying other leaders.

Just asking questions from someone who is more experienced from you is a great way to quickly learn the most important pieces of what makes a decision the right one. You can embrace a Pareto Principal philosophy and cut through the noise of things that really aren’t essential to know.

During my leadership keynote speeches, I encourage participants to envision the finest manager or leader they've encountered and analyze the traits that garner their admiration and respect. The leadership qualities admired in others can serve as models for our own attitudes and behaviors. True leadership involves embodying and enacting these traits rather than simply understanding them. By making slight behavioral adjustments, one can emulate the leader they aspire to be. For instance, adopting a warm and approachable demeanor can be achieved by offering greetings and smiles while maintaining an open-door policy, encouraging subordinates to approach with any challenges or inquiries.

We all learn from role models as supplement to trial n error efforts. Choose carefully those role models who have been where you want to go and are guided by morals.

The concepts of what leadership involves, is not rocket science. The challenge of learning leadership is not knowing what to do, but HOW to do it! This is especially challenging when internal emotional, and external expectations produce in the young leader the very opposite of what great leadership exhibits. Our experience, which exponentially accelerated the development of young people, was to have them involved in our business meetings and business trips. They saw first hand, for good and bad, how seniors conducted themselves in easy and difficult moments. Within three years they acquired seven year’s experience. This approach revealed who could assume accelerated leadership responsibilities and who might need more time.

Identify a Non-Profit organization whose Mission you are passionate about; join a Committee or Jr Board. If you are giving of your time & talents, you will be asked to lead early on. Board experience is invaluable, you'll gain skills that will translate to business, and the networking is an extra perk. Serving in a Leadership position on a Board or Committee is a career highlight and your business colleagues will see you as a Leader.

Demonstrate leadership qualities in your daily interactions by displaying integrity, positivity, and a strong work ethic. Being a role model can earn respect and influence others positively. Actively seek opportunities where you can make decisions, whether big or small. Taking responsibility for decisions allows you to learn from outcomes and understand the impact of your choices. By demonstrating a willingness to make decisions, take risks, and learn from failures, you not only expand your own capabilities but also inspire and influence others positively within your organization.

Find a Boss who is wise, just, competent, and a master of delegation in an industry you are passionate about. Outgrow the company every 3-4 years. Repeat till the student becomes the teacher.

Be the hardest worker in the room. ***this does NOT mean overloading your plate. Of the 5-10 responsibilities in any given position, many excel in 1 or 2 of them. Begin to lead in those strengths... A good leader will see you and begin to mentor and recognize this. Just as a worker needs to select the right mentor; A good leader is also always seeking someone to raise up.