Managers need Training to be the Leaders of Tomorrow

Leadership is an art, not a science. It’s a journey filled with challenges, unique scenarios, and a need for continuous adaptation. This recent Korn Ferry article highlights a crucial aspect of leadership – the plea from UK managers for better training. This call underscores a fundamental truth: there is no one-size-fits-all approach to leadership.

UK Managers: Train Me, Please (kornferry.com)

It’s been common parlance that emotional intelligence (EQ) in a leader is paramount. Leaders must navigate the intricate web of human emotions, motivations, and relationships. Some leaders tell me that they feel like they have to become “therapists”! It’s hard, if it was easy everyone would be doing it!

Teams are complex, diverse, and each member brings their own set of values, expectations, and concerns. It's not enough to simply manage tasks; leaders must connect with their teams on a deeper, more personal level. Teams respond on a deeper level too. They would give you their discretionary effort, loyalty and offer ideas to solve problems because they believe in you as a person and leader.

Great leadership is built on the foundation of trust and empathy. When team members feel that their leader genuinely cares about their well-being and professional growth, they are more likely to follow and support the leader's vision.

In his book Leaders Eat Last, Simon Sinek said: “Employees will work to advance a leader whose vision inspires them, who acts with authenticity, integrity and consistently and can be trusted”. Conversely employees “will work to undermine a dictator who means to control them through fear.”

This is not merely about issuing directives but about fostering an environment where individuals feel valued and heard. A member of my LT asked me to stop “solutionising” and just listen. She taught me a lesson. In my desire to help solve the problem she was facing, I failed to recognise her desire to simply be heard, because within the organisation, she was not being heard.

Effective leaders understand that their role is not static but evolves with the changing dynamics of the team and the broader organisational environment. They recognise that leadership is a continuous learning process, requiring them to stay attuned to the needs of their team and adapt their strategies accordingly.

Training and development are crucial, but they must go beyond technical skills to include the nurturing of emotional intelligence. Leaders need to be equipped not just with the know-how, but also the 'feel-how'. They must learn to balance the demands of performance with the nuances of human interaction.

As the Korn Ferry article suggests, the call for better leadership training is a call for more emotionally intelligent leaders. It's a recognition that leading effectively in today's world means understanding and appreciating the complexities of human nature.

Leadership is a multifaceted challenge that requires a high level of emotional intelligence, empathy, and adaptability. Teams will follow leaders who they believe are worth following – those who show they care, who listen, and who lead with both their hearts and minds. Investing in developing such leaders is not just beneficial but essential for any organisation aiming for long-term success.

Authored by: Nilema Bhakta-Jones