How L&D can help to build the strategic future of their organisations

L&D can contribute to building the core skill sets of the future

L&D is a critical function in helping to develop strategic leadership skills that drive an organisation’s long-term success. There, I’ve said it. L&D should be the ones helping their leaders not only with the skills to lead (and manage) their teams but also to think strategically, innovate, and navigate uncertainty. In this article, we’ll explore how L&D can nurture strategic leadership skills and the business outcomes that these skills can influence. For any organisation, developing these skills falls into a much broader picture of people and processes, and it’s essential to understand the tactical parameters people conduct their work within, before being able to think about the bigger picture.

Strategic leadership is about the ability to anticipate, share a vision, maintain flexibility, and empower others to create change. The challenge for many organisations is that traditional leadership development has often focused on operational management rather than fostering these more sophisticated, long-term leadership qualities. L&D teams, especially those who are already integrated with broader organisational strategies, can help bridge this gap.

To develop effective strategic leaders, organisations must adopt a more holistic approach to L&D, but L&D also needs to be the strategic partner to the business. In other words, their input needs to stretch beyond isolated training initiatives. These include embedding leadership development into the organisation’s culture, encouraging experiential learning, promoting cross-functional collaboration, and ensuring that learning interventions are tied to measurable business outcomes.?

So what’s needed?

Strategic leadership comprises a blend of skills, knowledge, and behaviours that allow individuals to navigate complex environments and lead their organisations toward success. Here are some of the essential strategic leadership skills and how L&D initiatives can support their development:

Communicating the vision and backing it up with a plan

Strategic leaders must possess the ability to create a vision for the future and map out a strategy for achieving it. This involves setting long-term goals, assessing opportunities and threats in the environment, and aligning resources to achieve those objectives. But it also involves prioritising shorter term objectives, too. It’s a balancing act of switching from bigger picture to smaller detail.

L&Ds role:? ?Learning programs focused on visionary thinking can help leaders hone their ability to predict market trends and set long-term objectives. Scenario planning exercises, case studies on strategy development, and simulations can allow leaders the space to navigate uncertainty and build flexible strategic plans. However I would also say that mentoring or coaching programs will allow leaders, and leaders of the future, to start thinking about their own action plans when it comes to driving business success.

Business outcomes: ?When leaders possess strong visionary and planning capabilities, organisations are better equipped to adapt to changes in the marketplace. These leaders can proactively steer their teams through disruption and guide the organisation toward sustainable growth.

Harnessing creativity and impacting innovation

A good place to start when trying to encourage strategic thinking is pushing against the status quo - or the way things have always been done. Often this requires thinking creatively or outside of the box. Innovation is often the outcome of this type of thinking, but it’s also worth remembering that individuals won’t be able to be creative without a solid foundation of psychological safety.

L&Ds role:?L&D often start by running workshops on design thinking, innovation labs, and collaborative problem-solving exercises, which promote creative thinking among leaders. These can often be great fun, but how do leaders create the spaces for their people to feel safe trialling new things and problem solving effectively? Group coaching, or internal communities would be useful things to consider for leadership here.

Business outcomes: Innovation-driven leadership can help businesses remain competitive and agile. Strategic leaders who are adept at fostering creativity can lead their organisations to develop new products, enter new markets, and adapt to technological advancements, ultimately driving revenue growth and market share expansion.

Responding with emotional intelligence

Effective leadership requires more than strategic thinking—it also demands emotional intelligence). Leaders with high emotional intelligence can better understand their team’s motivations, communicate effectively, and navigate interpersonal dynamics. This is crucial for strategic leadership, as leaders must engage and inspire their teams to work toward long-term goals, whilst being self-aware and recognising how they and those around them are showing up.

L&Ds role:?Emotional intelligence can be cultivated through self-awareness assessments, 360-degree feedback, and coaching. Workshops focused on active listening, conflict resolution, and empathetic leadership can help leaders develop deeper connections with their teams. Peer learning groups can also foster a space for leaders to discuss emotional challenges and share best practices.

Business outcomes: Leaders with strong emotional intelligence can build cohesive teams that are more productive, collaborative, and engaged. This leads to lower turnover, improved employee morale, and enhanced organisational performance. Additionally, empathetic leaders are more adept at managing stakeholder relationships, which is essential for long-term strategic success.

Making decisions in uncertain times

Strategic leaders must be comfortable making high-stakes decisions in uncertain and complex environments. This skill involves not only technical and analytical proficiency but also the ability to weigh various outcomes and risks. Adaptability and resilience feed into this too - particularly in the face of making tough decisions. Leaders must be able to pivot in response to changing circumstances and maintain their composure in the face of setbacks.

L&Ds role:?L&D can develop decision-making skills through programs that focus on data-driven analysis, risk management, and scenario-based learning. Role-playing exercises, where leaders must make quick decisions in simulated crises, can also help them become more confident in their ability to act under pressure. Mentorship with those outside the business can help individuals gain critical perspective here too.

Business outcomes: Leaders who excel in decision-making can quickly and effectively respond to challenges and seize opportunities, driving better business outcomes. They are also more likely to lead their teams with confidence, which can have a positive ripple effect on organisational culture and performance.

Embedding strategic leadership development into organisational culture

While L&D plays a critical role in developing leadership skills, it must be part of a broader organisational effort to instil strategic leadership capabilities across all levels of the organisation. Organisations can do this by embedding leadership development into their culture through:

Ongoing programmes:?Instead of treating leadership training as a one-time event, organisations should offer continuous development opportunities. Regular coaching, peer-to-peer learning, and leadership academies can keep leaders’ skills sharp and relevant to emerging trends.

Aligning to organisational goals: For leadership development to drive business outcomes, it must be aligned with the company’s broader strategic objectives. L&D professionals should work closely with senior leadership to ensure that development programs are tailored to the organisation's vision and values.

Measuring impact: Finally, it is essential to measure the effectiveness of leadership development programs by tracking key performance indicators (KPIs) that tie directly to business outcomes. Metrics such as employee engagement, innovation output, and revenue growth can serve as indicators of the success of L&D initiatives.

To wrap it all up

The development of strategic leadership skills through L&D is not just a necessity for individual growth but also a critical driver of organisational success. By equipping leaders with visionary thinking, emotional intelligence, decision-making abilities, and adaptability, L&D helps organisations navigate complex challenges, foster innovation, and achieve sustainable growth. As businesses continue to face uncertainty, the role of strategic leadership will only become more vital—and L&D is the key to ensuring organisations are prepared for the future.

How do you develop strategic leadership within your businesses?