HR plays a key role in driving coaching and leadership development activities within organisations. HR must lead by example and provide guidance, support and help to drive leadership initiatives. There are many activities which HR must be part of when it comes to implementing successful leadership development activities.
A growing proportion of employees now work at a distance; from home or on a different site to other employees within their team. This is increasingly common in organisations and as such, leaders and managers need to develop skills to best manage challenges that arise from remote team members and virtual teams. There are similarities in leading virtual compared to those located in one location. However, leaders managing virtual teams need to be more conscientious, deliberate and well planned when communicating and connecting with their team.
Coaching is a form of development activity which leaders can benefit from. Coaching leaders and managers can enable them to increase work performance and also to enhance their awareness of social/work/personal behaviours. Coaching aims to help another person learn in ways that encourages them to keep growing. Coaching tends to be based on asking rather than telling, and helps to provoke thinking rather than giving directions.
HR can select from a range of activities to help increase leadership capability. There are internal and external development activities to enable individuals to develop their leadership skills. Internal development activities include; on-the-job training, coaching, mentoring, conferences, job rotation & secondments, higher duties, networking, informal learning sessions, attending workshops, reading articles etc. External development activities include; formal training sessions/workshops and Executive Leadership training programs.
Emotional intelligence is the ability to understand and manage your own emotions, and those of the people around you. People with a high degree of emotional intelligence know what they are feeling, what their emotions mean, and how these emotions can affect other people. The more that a leader can manage each of these areas, the higher their emotional intelligence and thus effectiveness in leading their teams.
Leadership excellence should be driven from the top down and thus the CEO and senior management team should be the champions of a leadership culture. HR is also in the driving seat when it comes to advising, designing, supporting and guiding leadership development activities and programs. It is critical that HR partners closely with the senior management team to help implement effective strategies for leadership building within the organization.
There are many different views on what constitutes management and what is required for leadership. Management involves managing and controlling a group to accomplish a goal. Leadership refers to an individual’s ability to influence, motivate, and enable others to contribute towards organisational success.
Leadership plays a vital role in organisational success, retention and engagement. Much has been researched and written about the impact leadership has on organisational performance and productivity. Developing strong and effective leaders provides a competition advantage and has a direct link to increased results and employee engagement. It is important that HR assists management to develop their leaders and embed a leadership culture.