For decades leadership development has focused primarily on one thing – skills development. The so-called “hard” or “technical” skills were viewed as being of the utmost importance when it came to facilitating effective and efficient team coordination. This makes sense given that we’ve largely viewed leadership as either a transactional or motivational act. The theory behind this training is that new tools and knowledge are necessary to communicate a vision and values, as well as direct effective execution.
Training programs were developed to help leaders be more transformational and become servant leaders. Steven Covey’s “Seven Habits of Highly Effective People” and “Servant Leadership” were the pinnacle of this trend, but they also hinted at something more – a style of leadership training that considered, not only the skills necessary, but the character of the leader involved.
Slowly organisations were realising that no matter how good a leader was at the technical aspects of their job, his or her character was the primary factor in their effectiveness. For the forward-thinking business, these so called “soft” skills have now started taking precedence.
Soft skills are not soft, they are extremely important. What we have traditionally called soft skills, such as communication, motivation and empathy, are what make a leader really connect with people. When you are managing people in an organisation it’s that connection that makes you successful, rather than what you know.
In the leadership coaching space, we often ask CEOs what their main priority is in the business, and they usually say ‘their clients’. But as Simon Sinek says, that’s nonsense. It’s your staff who are client facing and who will make the most impact on company performance. To unlock the most effective and efficient company, we need to get the most from our staff.
The combination of these insights has led business mavericks to realise that while technical skills may be important, character is vital, and that positive character qualities such as compassion and humility could be developed.
Sadly, early leadership training programs in the field have been taught using the same impersonal seminar techniques as skills-based training and did little, if anything, to help leaders evolve their character up the ladder of consciousness. Character development is very personal and intimate, and approaching it as one would to teach a hard skill is quite ineffective. Therefore, these programs never created measurable shifts in leadership character.
Rise of integrated leadership
Integrated leadership development training is the culmination of years of study and experience as to what kinds of leadership build an effective organisation and the answer to helping leaders develop these soft skills.
Usually long term, these courses now seek to take leaders at all levels of an organisation through an intensive process to both expand leadership awareness and hard skills across a business, and help develop the nuanced, “soft” qualities often touted by academics as being most effective for leading in today’s volatile world.
Integrated leadership development means equipping leadership with…
 |
 |
| Lynne Derman | Head of People and Talent | mail me | | Anna Harris | Consultant | mail me | |
| | 21st Century | | |
The full article is reserved for our subscribers!
Read the full article by Lynne Derman and Anna Harris, 21st Century, as well as a host of other topical management articles written by professionals, consultants and academics in the August/September 2024 edition of BusinessBrief.
admin@bbrief.co.za | +27 (0)11 788 0880 |
Related FAQs: Integrated leadership development
Q: What is integrated leadership development?
A: Integrated leadership development refers to a comprehensive approach that combines character building and soft skills to enhance leadership effectiveness within an organisation. It focuses on developing leaders who can foster a positive leadership culture and drive lasting change.
Q: How do leadership development programs contribute to effective leadership?
A: Leadership development programs equip individuals with essential leadership skills and competencies necessary for successful leadership roles. They provide structured learning opportunities that help strengthen leaders’ abilities to manage teams, engage stakeholders and achieve business outcomes.
Q: What role does a coach play in leadership development?
A: A coach in leadership development serves as a mentor who helps leaders and teams identify their strengths and areas for improvement. Coaches facilitate personal growth by providing feedback and guiding individuals through their developmental journey, ensuring that they cultivate effective leadership practices.
Q: What should organisations consider when implementing a leadership development program?
A: Organisations should evaluate their specific leadership needs and align the program with their overall organisational goals. It’s important to note that a successful leadership development program must foster a supportive leadership culture, engage employees and focus on developmental aspects that lead to high-performing leaders.
Q: Can you explain the concept of Return On Investment (ROI) in leadership training?
A: The Return On Investment (ROI) in leadership training is a measure of the tangible benefits gained from investing in leadership development programs. Organisations often assess ROI by evaluating improvements in business outcomes, employee engagement and overall leadership capacity after the training is implemented.
Q: How do leadership roles evolve with integrated leadership development?
A: Integrated leadership development prepares individuals to adapt their leadership style to changing circumstances and challenges. As leaders enhance their understanding of leadership and strengthen their skills, they become more effective in their roles, driving innovation and fostering teamwork within their organisations.
Q: What is the significance of character in leadership development?
A: Character plays a crucial role in leadership development as it influences a leader’s decision-making, integrity and ability to inspire others. Leaders with strong character are more likely to cultivate trust and respect within their teams, ultimately leading to better organisational performance and a positive leadership culture.
Q: How can facilitators enhance the effectiveness of leadership development programs?
A: Facilitators enhance the effectiveness of leadership development programs by creating engaging learning environments, encouraging active participation and providing tailored feedback. Their expertise helps ensure that the training meets the specific needs of the participants, leading to a more impactful learning experience.
Q: What are the key components of a successful leadership development program?
A: A successful leadership development program typically includes clear learning objectives, a mix of theoretical and practical learning experiences, ongoing support and feedback and opportunities for individual development. Additionally, it should align with the organisation’s strategic goals and foster a culture of continuous improvement.
Q: How can organisations nurture future leaders through leadership development?
A: Organisations can nurture future leaders by implementing structured leadership development programs that focus on both hard and soft skills. By providing mentorship opportunities, promoting a growth mindset, and fostering a supportive leadership culture, organisations can cultivate the next generation of integrated leaders who are prepared to meet future challenges.
