{"id":8600,"date":"2019-02-06T12:57:30","date_gmt":"2019-02-06T01:57:30","guid":{"rendered":"https:\/\/roubler.com\/sg\/?p=8600"},"modified":"2021-03-09T11:08:48","modified_gmt":"2021-03-09T00:08:48","slug":"leadership-development-who-what-why","status":"publish","type":"post","link":"https:\/\/roubler.com\/sg\/resources\/blog\/leadership-development-who-what-why\/","title":{"rendered":"Leadership development \u2013 the who, what and why"},"content":{"rendered":"\n

Leadership plays a\nvital role in organisational success, retention, and engagement. Much has been\nresearched and written about the impact leadership has on organisational\nperformance and productivity with many studies concluding that developing\nstrong and effective leaders provides a competitive advantage and has a direct\nlink to increased results and employee engagement.<\/p>\n\n\n\n

In an increasingly digital world, this is becoming more difficult to\nachieve. <\/p>\n\n\n\n

With the number of options for virtual communication now available, a growing proportion of employees now work at a distance; from home or on a different site to other employees within their team. According to data from the Australian Bureau of Statistics<\/a>, 30% of Australians now regularly work from home in their main profession. That number is growing, having risen from 20% in the last 15 years.]  As such, leaders need to develop skills to best manage the challenges that arise from having remote team members and virtual teams. <\/p>\n\n\n\n

But before we dive\ninto who is responsible for leadership development activities it\u2019s important to\nunderstand the differences between management and leadership so that they are correctly\ntargeted. Management involves managing and controlling a group to accomplish a\ngoal. Leadership refers to an individual’s ability to influence, motivate, and\nenable others to contribute to organisational success.<\/p>\n\n\n\n

So, who\u2019s\nresponsible for leadership development?<\/h2>\n\n\n\n

Leadership\nexcellence should be driven from the top down and thus the CEO and senior\nmanagement team \u2013 those who\u2019s primary role is to lead \u2013 should be the champions\nof leadership development. <\/p>\n\n\n\n

HR also has a\ndriving role when it comes to advising, designing, supporting and guiding\nleadership development activities and programs. HR must lead by example and\nprovide guidance, support, and help to drive leadership initiatives. It is\ncritical that HR partners closely with the senior management team to help plan\nand implement effective strategies for leadership building within the\norganization.<\/p>\n\n\n\n

Types of leadership development\nactivities <\/h2>\n\n\n\n

HR have a range of\ninternal and external activities at their disposal that can help increase\nleadership capability, some of which we will explore below.<\/p>\n\n\n\n

Internal\ndevelopment activities include: on-the-job training, coaching, mentoring,\nconferences, job rotation and secondments, higher duties, networking, informal\nlearning sessions, attending workshops and reading articles. <\/p>\n\n\n\n

External\ndevelopment activities include: formal training sessions or workshops,\ncoaching, mentorships and executive leadership training programs.<\/p>\n\n\n\n

Coaching<\/h3>\n\n\n\n

Coaching is a form\nof development activity leaders often benefit from. Supporting leaders and\nmanagers in this way can help them in increasing work performance and enhances\ntheir awareness of social, work and personal behaviours. It aims to help the coachee\nlearn in a way that encourages them to keep growing as, as opposed to a one-off\ntraining day where skills are learnt and often later forgotten.<\/p>\n\n\n\n

It is a one-to-one\nstyle of training that is based on asking rather than telling and helps to\nprovoke thinking rather than giving directions in such a way that it\npermanently instils continuing positive work behaviours.<\/p>\n\n\n\n

Emotional\nintelligence training<\/h3>\n\n\n\n

Emotional intelligence is the ability to understand and manage your own emotions, and those of the people around you. The World Economics Forum <\/a> lists emotional intelligence as the sixth most important skill employees will need to thrive in future workplaces.  <\/p>\n\n\n\n

People with a high\ndegree of emotional intelligence know what they are feeling, what their\nemotions mean, and how these emotions can affect other people. The more a\nleader can manage each of these areas, the higher their emotional intelligence\nand thus effectiveness in leading their teams.<\/p>\n\n\n\n

Conferences<\/h3>\n\n\n\n

Not\nonly are conferences an opportunity to hone leadership skills by listening to\nhighly qualified and inspirational leaders but attending with a team provides\nan opportunity to bond. Leaders and their teams can learn about each other, and\nin breaks from talks, continue the conversation about how the material\npractically applies to their own roles. <\/p>\n\n\n\n

At\nconferences, networking is almost guaranteed, meaning leaders may find new\nclients or collaborators. Lastly, as a break from the workplace itself,\nconferences can be a way to kick-start motivation in a non-work environment so leaders\ncan go back fresh and full of ideas. <\/p>\n\n\n\n

Online Courses<\/h3>\n\n\n\n

The\nadvantage of these courses is they can be fit into almost any schedule. Because\nall that’s required is a computer and internet connection, online courses are a\nflexible way of providing leadership training without the cost or time required\nto bring leaders from different continents and time-zones together in one\nphysical location.<\/p>\n\n\n\n

However,\nthis value may be lost if those who take the courses disengage through lack of\nself-motivation. There are no physical trainers there ensuring understanding of\nthe content, and they cannot converse with others to cement the information they\nare learning. Often these courses work best as a part of an integrated learning\nstrategy combined with other leadership development options.<\/p>\n\n\n\n

Seminars and\nWorkshops<\/h3>\n\n\n\n

Professional\ndevelopment seminars and workshops for leaders are abundant. A quick Google\nsearch for “Leadership Workshop” yields millions of results. It’s\nimportant, however, to not become carried away by flashy websites and\nbuzzwords. While there are many options for leadership development, not all are\nof the same calibre. Decide what it is that you want to achieve from a seminar\nor workshop, the funds available, and the time you are willing to allocate.\nFrom there you can find something that best suits your company needs. <\/p>\n\n\n\n

While overall\nleadership has an influence on job satisfaction for your employees, this\naffected by leadership styles. It is important to monitor the success of\nimplementing any kind of training. If development activities are not yielding\nresults, it may be time re-evaluate your approach. Remember to ask for feedback\nabout all leadership development activities. Even if something seems to be\nworking, engagement and satisfaction are key to ensure you retain your strong\nleaders for years to come. <\/p>\n\n\n\n

\n","protected":false},"excerpt":{"rendered":"

Leadership plays a vital role in organisational success, retention, and engagement. Much has been researched and written about …<\/p>\n","protected":false},"author":13,"featured_media":8601,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"content-type":"","footnotes":""},"categories":[879],"tags":[927,928],"class_list":["post-8600","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-learning-development-training","tag-leadership-development","tag-leadership-training"],"yoast_head":"\nA Quick Overview of Leadership Development Roubler Singapore Blog<\/title>\n<meta name=\"description\" content=\"What is leadership development? Who's responsible for it? And why should HR invest in it? 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