What do you do if you're faced with a team member who lacks leadership skills?

1. Leadership roles demand emotional connections and empathy. 2. Honesty and integrity are indispensable in ineffective leadership. 3. Pursuing continuous improvement is pivotal for personal and professional development. 4. Collaborating with the team and valuing their input, with decision-making comprising 30%, empowers team members. 5. Inclusive collaboration ensures comprehensive decision-making and fosters a sense of belonging. Our work environment often becomes a significant part of our lives, emphasizing the need for a supportive and inclusive workplace.

Start with the belief that every one has it, we just need to explore and help unleash together. I saw the angel in the marble and carved until I set him free ~ Michelangelo

People always make the best they can based on their knowledge, experiences and level of awareness at any given point. To make change happen (or even begin to) as a leader to create the necessary trust between the Leader and the team member. This is essential in order to open the "doors" for the employee to accept feedback, training, coaching or any other form of change intervention, and even lower the ego (we all have at a certain level) and reflect on things. Like the quote "when the student is ready the teacher comes" people are not changing behaviours because they lack teachers to provide knowledge, but because they realize the need to change and the cost to remain the same.

Having a belief that everyone is unique and worth, this will help as a leader to understand team members' gaps in leadership. Having an open dialogue to understand their own assessment about the gaps they have in the areas, their experience and perspective. A Leader has to extend his support, handhold and mentor his team members when they face any challenge. This not only helps to build the trust but also gives you insight about when and how needs to be supported.

Evaluar Suavemente: Comienza con una evaluación constructiva y empática de sus habilidades actuales. Identifica tanto sus fortalezas como áreas de mejora, y hazlo de manera que fomente la confianza y la apertura al cambio.

When identified the gaps, working with a team member to set clear SMART objectives. By setting the SMART objectives they get a roadmap for the development and also making them aware that they need to take ownership for their own development. This not only helps the team members to gain confidence, sense of responsibility, ownership and commitment towards their development and growth.

Establecer Objetivos Claros: Define metas específicas, medibles, alcanzables, relevantes y temporales (SMART) para su desarrollo. Estos objetivos deben ser desafiantes pero realistas, promoviendo el crecimiento personal y profesional.

Setting objectives for a team member lacking leadership skills: Clarity: Provide clear objectives for skill development. Focus: Help them prioritize improvement areas. Motivation: Give tangible goals to strive for. Measurement: Establish benchmarks for progress. Accountability: Create accountability for skill development. SMART Objectives: Make objectives Specific, Measurable, Achievable, Relevant, and Time-bound. Support: Offer resources like mentorship or training. Regular Check-Ins: Review progress and provide feedback. Celebrate Achievements: Recognize milestones and progress. Flexibility: Adjust objectives as needed based on progress. Setting objectives helps guide development and improvement in leadership skills.

As a leader you should have clarity, that the journey of developing any skill, including leadership needs support, encouragement, resources and also investing our time, experience, knowledge for their growth. The support may be in the form of conversation where you share your experience, training, workshop, online courses that can aid their learning. By investing in their growth journey the leader not only enhances their leadership skills but also demonstrates his commitment towards their growth and development.

Leading a team with members needing more leadership skills can be daunting, but with the proper support and resources, you can help them develop into influential leaders. Conduct a skills assessment to determine where team members lack leadership skills, such as communication, decision-making, or conflict resolution. Offer training programs, workshops, or coaching sessions to help them develop these skills. Encourage them to take on project leadership roles to gain practical experience. By identifying training needs and providing development opportunities, you can support team members in developing their leadership skills, ultimately benefiting the team.

Providing resources for a team member lacking leadership skills: Empowerment: Resources empower them to take ownership of their development. Skill Enhancement: Offer training programs, workshops, and materials. Guidance: Provide practical tips and guidance on leadership topics. Motivation: Knowing resources are available can motivate engagement. Continuous Improvement: Ensure access to ongoing learning opportunities. Tailored Support: Offer resources aligned with their needs and goals. Feedback: Provide feedback and support as they engage with resources. Providing resources supports their growth and development in leadership skills.

Remember that as an experienced leader that you are likely one of the most valuable resources available. Make yourself available with clear rules of engagement, for mentoring, reviews, goal discussions and long term plan discussion around career development. If you show an interest in the person's future growth you are more likely to find out what path they want, and work towards success

Leadership skills development comes from the application of learning under real-world pressure. Please avoid dictating the development journey if you want to develop these skills. The leadership journey is emergent, without a final destination; it needs to be guided but self-determined. Practice micro-experiments; micro changes for immediate impact (e.g. insight elicitation by changing question techniques by moving from how to what: "How did the meeting go?" to "What was the most interesting insight to come out of the meeting?"). Chunk the gap between actual and desired performance. Use micro-experiments. Journal the outcomes. Do not assume all interventions will be positive; be prepared to fail fast and rapidly amplify success.

I agree that encouraging practice is important. However, encouraging is not enough. As leaders, we must be intentional about creating the opportunities where our team members are able to put into practice the leadership skills we have helped them nurture. Furthermore, as leaders we must walk with them in ways team members feel supported. Should they fail, they must not have any doubt that they will find a leader in you that will help them identify the lessons for future growth.

What helps in leadership development is continuous practice. When the leader keeps practicing the learning process takes place and also the leader gets the opportunity to understand what is working and what is not working, what steps are taken to avoid the earlier mistakes and open for constructive feedback. Through experimental learning the leader will gain confidence and enhance his/her leadership ability.

Reflective practice is a process of self improvement that involves taking a step back to examine your own actions, thoughts and behaviour as a leader. It's about being aware about your strengths and weaknesses and how they impact others as well as the leader's work. The leader can use tools like, journaling, feedback from peers and superiors.

Make sure that their contributions are highlighted and owned by them. You should not take the kudos for someone else's work. Your piece of this pie is implied by the fact that theh work for you. The value comes with the self assuredness they get from their wins being discussed and they get used to owning success

Celebrating wins, milestones, efforts and contribution, help to motivate, boost the confidence of the young leader. It has to be timely as and when the milestone is reached, otherwise it will lose its value. This not only boosts the confidence but helps to reinforce the value of continual personal development and remind others that they are on the journey together.

Once a way ahead has been worked out with the subordinate, the leader needs to have a regular cadence of feedback and counseling based on short term objectives that have been agreed upon with the subordinate. "So, for the next 30 days let's agree that you are to work on X, and we'll meet again to discuss progress..." And, it needs to be done in writing. If objectives aren't being met, then dig into why. Assuming this person is falling short of leading effectively given the position they're in, they need to know the consequences of not measuring up. The leader needs to determine the impact of this person's inability to lead on the health of the organization overall, and act as necessary.

The best time to start providing leadership training for someone if before they actually have direct reports. If someone wants to take on a leadership role, identify a stretch assignment that will give them experience leading someone. These assignments can include things like: --Being an onboarding buddy for a new employee --Mentoring a more junior member of the team --Taking on a leadership role of an ERG or BRG --Leading a project Focus on building skills in: --Expectation setting --Providing feedback --Holding people accountable That way, when a leadership role becomes available, they are the best candidate with some informal leadership experience under their belt.

Is the individual the leadership potential (i.e. good prospect for management career track) OR is he/she better off focusing on a specialist career track? If the potential is there, is it matched with that person's interest to pursue the management path? If you get yes to both, then you can focus on what are the best ways to help the person to achieve the objective. Their motivation will be the critical success factor.

The following steps will help leadership development: - Identify specific skills that need to be developed. - creating personal development plans. - Focus on areas of development: communication skills, listening skills, conflict resolution, discipline. - assigning more responsibilities - continuous learning system - training, on-line courses, seminars, coaching / mentoring, meetings. - review mechanism, feedback, support system. - timely celebration and recognition

A team member's lack of leadership skills can impact the team's performance and dynamics. Here's how I can handle the situation effectively. Offer opportunities for training and development to enhance their leadership skills, including workshops, seminars, or mentoring programs. Provide specific and constructive feedback on their leadership performance. Encourage them to seek input from others and reflect on their actions. By investing in training and providing feedback, you can help team members develop their leadership skills, ultimately benefiting the team as a whole.