How to Grow Great Leaders

Leadership is all about influencing people!

Leadership development has always focused on preparing leaders for future challenges. However, the exact nature of those challenges is becoming more uncertain. This is why the ability of leaders at all levels to recognize, evaluate, and respond to changing situations is becoming increasingly important for building competitive organizations.

Investment trends show that many organizations are turning to leadership development for solutions. While Learning and Development (L&D) teams often say they are helping leaders “deal with” or “manage” what’s happening around them, research suggests that organizations are not looking for coping skills. They expect L&D to help leaders succeed in this environment, as it is not going away anytime soon.

Key Challenges for Leadership Development Today

Uncertainty of Future Challenges:

There are different concepts to describe the different ways the modern world and its challenges are understood:

VUCA (Volatility, Uncertainty, Complexity, Ambiguity):

This concept emerged from the military and is widely used in business contexts to describe the unpredictable and fast-changing nature of the world.

BANI (Brittle, Anxious, Nonlinear, Incomprehensible):

This newer concept captures the fragility and stress of today’s world, where systems can break down quickly, and outcomes are harder to predict.

TUNA (Turbulent, Uncertain, Novel, Ambiguous):

Similar to VUCA, but emphasizes the rapid, disruptive change that we face, often with unfamiliar challenges.

Whether it's called VUCA, BANI, TUNA, or something else, it's not just the C-suite that needs to be ready for continuous change and disruption anymore. Now, leaders at all levels are expected to plan and deal with a chaotic, unpredictable, and constantly changing environment. They must lead their teams through it with energy and be prepared for the next challenge.

Leaders at all levels of an organization are now expected to add value by understanding and acting on insights from their data, customers, and teams. This means they need to have skills to analyze information and make sense of it, which was once mainly expected from top executives.

Additionally, leaders must be ready to accept uncertainty and take calculated risks to find ways to improve efficiency and better meet customer needs. As the pace of change speeds up, teams also look to their leaders for confidence, clarity, and direction in uncertain situations.

Enhancing Tech Savviness:

The push to integrate generative AI, like ChatGPT, has highlighted the growing need for tech-savviness across organizations. But even before AI grabbed the spotlight, L&D leaders saw the rising demand for leaders who can assess and manage tech talent, understand the risks and opportunities that come with it, and use data and advanced technologies effectively in their roles. This shift is crucial for staying competitive in today's fast-paced world.

With technology-driven projects becoming a top priority, the demand for tech-savvy leaders is increasing. These projects are now central to the business, so leaders can’t rely solely on IT experts to assess risks and find solutions. Many leaders may not realize it yet, but developing their digital and data skills is crucial for success.

Making Leadership More Human in the Digital Era:

In the digital age, humanizing leadership means focusing on people, not just technology. While advanced tools like AI and automation are transforming the way we work, leaders must ensure they stay connected to their teams’ needs, emotions, and values. It’s about balancing the use of technology with empathy, communication, and personal connection, making sure that the human element remains at the core of leadership. This approach helps create a supportive, motivated, and engaged workforce, even in a highly digital world.

Along with skills like empathy and listening, social and emotional intelligence, as well as conflict management, are important for effective human-centered leadership.

Today, employees expect genuine inclusion—not just in terms of traditional diversity measures like race and gender, but also regarding different ideas and viewpoints. They don’t want their differences to be simply accepted or tolerated; they want to bring their whole selves to work and for their uniqueness to be used to improve the company.

This is a big responsibility, and it puts more pressure on leaders to manage conflicts, give feedback, and have difficult conversations without making anyone feel unvalued or left out.

Managing the Hybrid Work Approach:

Leading the Hybrid Work Strategy means guiding teams through a blend of in-office and remote work environments. It requires leaders to create flexible policies that balance productivity with employee well-being. Effective communication is key, ensuring that everyone stays connected and aligned, no matter where they work. Leaders must also foster a culture of trust and inclusivity, making sure all team members feel valued and engaged, whether they’re working from home or in the office. The goal is to build a seamless and collaborative hybrid work experience that supports both business goals and employee satisfaction.

Leaders need to become skilled at managing hybrid and remote work by carefully considering the different factors that affect where, when, how, and who does the work. They must find the right balance to ensure that tasks are completed efficiently, while also supporting flexibility and the needs of their teams.

Addressing Key Challenges

Learning as Part of Everyday Life:

For leaders, learning as part of everyday life is crucial for personal growth and effective team management. It means actively seeking knowledge and insights from daily experiences, conversations, and challenges, rather than just relying on formal training sessions.

By adopting this approach, leaders can create a culture of continuous learning within their teams. They can learn from discussions with colleagues, feedback from team members, and even mistakes they make along the way.

This mindset helps leaders stay flexible and open to new ideas, allowing them to respond effectively to changes in the business environment. When leaders demonstrate this behavior, they inspire their teams to do the same, fostering an atmosphere where everyone feels encouraged to share knowledge and learn from each other.

This not only improves team performance but also builds stronger relationships based on trust and collaboration. Ultimately, by making learning a regular part of their lives, leaders can become more effective, resilient, and innovative in their roles.

Driving Learning from the Top:

Driving learning from the top is an important job for leaders in any organization. It means not only encouraging a culture of continuous learning but also being actively involved in it themselves. When leaders focus on learning, they set a strong example for their teams, showing that growth and development are key to success. This begins with creating an environment where learning is welcomed and appreciated. Leaders should clearly communicate the importance of learning to their teams, making it known that gaining new skills and knowledge is a shared responsibility. By making learning a regular part of daily activities, leaders can turn it from a one-time event into an ongoing journey.

To effectively drive learning, leaders should provide their teams with the right resources and opportunities. This can include access to training programs, workshops, and online courses that align with both individual and organizational goals. Leaders can also create spaces for sharing knowledge, such as team meetings, mentorship programs, or collaborative projects. Encouraging team members to share their insights and experiences fosters a sense of community and collective growth. This teamwork allows everyone to learn from each other and brings diverse perspectives, leading to innovative solutions and better performance.

Leaders should also see feedback as an essential part of the learning process. By regularly asking for input from their teams, leaders can spot areas for improvement and adjust their strategies. This open attitude towards feedback not only boosts individual performance but also strengthens team dynamics. When team members feel heard and valued, they are more likely to engage in the learning process and contribute to the organization’s success. Additionally, leaders should share their own learning experiences, including challenges and failures, to create a safe space for team members to take risks, ask questions, and explore new ideas without fear.

Recognizing and celebrating achievements is another key aspect of driving learning from the top. Acknowledging both individual and team accomplishments reinforces the importance of learning and motivates others to pursue their growth journeys. Leaders can highlight success stories, whether from training programs or innovative projects, to inspire their teams and show what is possible when learning is prioritized. This recognition not only boosts morale but also encourages healthy competition that promotes continuous improvement throughout the organization.

In today’s fast-paced business world, leaders must stay ahead of industry trends and advancements. This requires a commitment to their own learning and professional growth. Leaders should look for opportunities to expand their knowledge through industry conferences, networking, and ongoing education. By staying informed and adapting to new developments, they can make better decisions and guide their teams effectively. Additionally, leaders can encourage their teams to pursue similar learning opportunities, creating a culture of growth that extends across the organization.

Driving learning from the top is crucial for effective leadership. By promoting a culture of continuous learning, providing resources and opportunities, embracing feedback, recognizing achievements, and committing to their own development, leaders can inspire their teams to grow and thrive. This approach benefits not just individual employees but also strengthens the organization as a whole. In our rapidly changing world, leaders who prioritize learning will be better equipped to face challenges, seize opportunities, and lead their organizations to success.

Cultivating Flexible Authenticity:

Authenticity does not mean having a fixed and unchanging leadership style. It should allow leaders to change, grow, and incorporate new experiences. While the idea of authenticity has gained popularity in the past decade, much work remains to help leaders develop their own authentic yet adaptable leadership style—one that feels comfortable and also helps them adjust to the changing demands of their roles and organizations.

Leaders who cultivate flexible authenticity create a culture of psychological safety, where employees feel secure in sharing their thoughts without fear of judgment. This environment not only promotes innovation and creativity but also enhances team cohesion and collaboration. When leaders model flexible authenticity, they demonstrate that it is acceptable to be vulnerable and to learn from mistakes. This encourages team members to embrace their own authenticity, leading to a more engaged and motivated workforce. Moreover, flexible authenticity allows leaders to align their actions with their core values while being open to new ideas and perspectives. This adaptability is particularly important in diverse workplaces, where different viewpoints can enrich discussions and drive better decision-making.

Cultivating flexible authenticity is essential for effective leadership in today's fast-paced and dynamic environment. This concept revolves around the idea that leaders can be true to themselves while also being adaptable to the changing needs of their teams and organizations. Flexibility in authenticity allows leaders to navigate various situations and challenges while remaining genuine and relatable. This balance is crucial, as it helps build trust and rapport with team members, who appreciate leaders who are honest and open yet can adjust their approach when needed. For instance, a leader who shares their personal values and beliefs fosters an atmosphere of openness, encouraging team members to express their ideas and concerns. However, that same leader must be willing to listen to feedback and adapt their style based on the team’s needs and the context of the situation.

To cultivate flexible authenticity, leaders can engage in self-reflection and continuous learning. Understanding one’s strengths, weaknesses, and values is the foundation of authenticity. Leaders should regularly assess their leadership styles and be open to feedback from their teams. This self-awareness helps them identify areas for growth and development, allowing them to adapt their approach as necessary. Additionally, leaders can seek mentorship and coaching to gain new insights and perspectives on their leadership journey. By surrounding themselves with diverse voices, they can challenge their assumptions and expand their understanding of what effective leadership looks like.

To prepare today’s leaders for any situation, we need to rethink our leadership development strategies and offer the right support. This means helping leaders not only to improve their own skills but also to change how they work with their teams and collaborate with other leaders. By focusing on these areas, we can ensure that leaders are equipped to handle challenges and adapt to new circumstances. This support should include training programs, mentorship, and resources that encourage leaders to grow and evolve in their roles. Ultimately, the goal is to help leaders become more effective in leading their teams and driving success within their organizations.

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