While writing for FunKeyB, I’ve noticed a recurring theme, leadership; the social process that involves influencing others into positive relationship-building and continuously practicing and reviving a healthy work culture. The investment in this systematic process and development of essential leaders is crucial to long-term organizational success. However, most organizations tend to stray away or disregard overall leadership development processes within their organizations. My post today will highlight everything you want to know on what leadership development is, how to identify it, and how to create initiatives within your organization to build leadership development opportunities. Innumerable opportunities for leadership development exist; however, organizations shy away from investing both time and money in this type of platform. Nevertheless, successful organizations understand the value of developing next-generation leaders and building the company, starting with its quality-leading people.
Leadership is a behavior type orientation that inspires others to breath and live through qualitative values; to strengthen their belief in doing what’s most beneficial for themselves and ultimately for an organization. Leaders like to roll up their sleeves and do the work in front of others, so others can learn directly from them. Their passion is to inspire and coach, and people won’t learn to do that unless they see a leader showing them the steps to do so. Leaders happen to coach others into identifying what decisions and choices they have in life that can support their goals and communities. Leaders create opportunities to make sure every member of their community is fully participating whilst informing them that their contributions are important and valued.
Leaders are not born, but they can either be raised in a family that teaches and practices leadership qualities or they can learn leadership behaviors from other leaders. There are two types of leaders: people who excel magnificently in performing their roles and take full responsibilities within their communities and people who continuously works to find better, faster solutions to making things happen.
Leadership and management are two different slices of bread. Management is simply creating processes and products, not people. Of course, there are good and bad managers. Good managers simply proactively participate in implementing strategies to quickly resolve problems. However, leaders allow others to believe and inspire them to live the organization’s vision and dream as possible. Traits associated with leaders: inspiring and motivating, practices integrity and honesty, resolves problems and provides results, communicates effectively and efficiently, build relationships, and continuously develops themselves and encourages others to do so as well. Leaders also deal with rapid changes, especially when it relates to crisis management. They uphold all the beliefs and attitudes to transform basic values and build organizational capacity for positive changes.
HR professionals are heavily relied on when creating leadership development programs and initiatives to align both implementation and measurement of return on investment. When creating these programs, the leadership development strategy should be synonymous with both human capital and business strategy.
Senior level support within the placement of this strategy is crucial and mandatory since these strategies will have an organizational and individual impact to be very effective. Reports have to be conducted to identify gaps within talent development, relationships within performance and succession planning and management. These programs will also require trials to identify what pace will be recommended to identify metrics of growth and loss. Some assessments will be required to assess emotional intelligence, since emotional intelligence is a crucial key and identifier to outstanding leadership personnel.
