What do you do if your team lacks the key qualities future leaders should possess?

I try not to think through a deficit lens, because that can have unintended consequences on staff morale, performance and retention. Another way of framing this question could be, "What are the needs of the company? And how can our team meet those needs?". This shift in phrasing allows for team members to reflects on the collective strengths of the group, which can then create a process of delegating specific roles to the those best equipped to handle necessary tasks. Rather than a leadership issue, this might be an issue more related to strengths inventories and delegation of responsibilities. Yes, mentoring and PD are always great options; we should also consider our team's structure and performance model when considering next steps.

If your organization has prioritized the leadership qualities they seek, it's a great time to undertake a team assessment that evaluates these skills. This will give individuals a snapshot of where they are now and a view of the groups' strengths and opportunities. The experience of doing the assessment together strengthens the team, and the dialogue creates opportunities to recognize how you can lean on each other strengths as you address development opportunities. Emotional Intelligence (EQ-i2.0) is a tool I've found effective for this - given the value of EQ in leaders.

Transforming a team lacking essential leadership qualities demands a holistic approach. Fuel their growth with tailored training, mentorship, and opportunities. Lead the charge by exemplifying the leadership traits you seek. Cultivate an environment of open dialogue and collaboration, where every voice is valued. Recognize and celebrate moments of leadership, inspiring a culture of excellence. Continuously evaluate progress, refining your strategy for maximum impact. Empower your team to rise, and watch as they evolve into unstoppable leaders.

Providing a variety of training opportunities and encouraging personal responsibility for individuals to take advantage is the two-step approach I recommend. Variety - allows for different learning styles and respects the different demands individuals have on their time. Variety can be as simple as having a great book available to everyone in hard copy or audio form and holding a lunchtime discussion. Or next level with the option of one-on-one or team coaching on key development areas. Personal Responsibility - reminds people that they own their career development. They have a partner in it - their leader or the organization, but it's their career.

There is so much that can be learned from a proactive mentor relationship when it comes to evolving our leadership skills. As a coach, this topic comes up frequently in sessions with leaders of all different levels of experience. A mentorship relationship can foster new ideas, support working through obstacles, and provide new ways of thinking of how to lead a team to reach their full potential. Be proactive when meeting with a mentor and set the agenda of what you want to focus on so that these conversations can have maximum impact and value. Do not rely on the mentor to "tell" you what you need during the session and take ownership so that you value your time as well as that of the mentor to show up with focus and intention.

Constructive feedback is a gift to receive and give. It may sound cliche, but if you've experienced it, I think you will agree. Few leaders take the time to provide meaningful, constructive feedback to individuals whom they don't care about. If you're receiving something that's hard to hear delivered with empathy by your leader - you can bet she took some time to prepare. If you did an assessment as a team - you have created a natural opportunity to check in on how people are doing and provide feedback.

Reflexion is key to keep track of the progress you make. You can do it for yourself, I always have a slot in my calendar, mostly on Friday afternoon, to reflect on the progress of the week. How was the development? What have I achieved? What could I do better? Also as a team its important to take yourself time in a weekly meeting to do check-ins with the development! Put it on your agenda and celebrate together, help each other and motivate each other to keep on rocking!

Craft a "leadership lab" within your team, where each member can experiment with roles that stretch their capabilities. Encourage peer-to-peer coaching to leverage diverse strengths and experiences, creating a rich learning environment. Make reflection a key habit, promoting growth from both successes and setbacks. This hands-on, collaborative approach not only builds leadership skills but also strengthens team bonds and adaptability to future challenges.