Morgan Burn, principal consultant at OnTrack International discusses the wide reaching relevance of leadership skills.
Traditionally, employer learning and development programmes around leadership skills have predominantly targeted individuals preparing to step into management or leadership positions.
However, there’s a growing recognition that all staff members can benefit from displaying leadership qualities such as emotional intelligence, resilience, and a growth mindset. These skills are invaluable and can ultimately benefit both employers and employees.
So, what is driving this change in learning and development? How are companies integrating this broader focus into their learning and development programs? And what are the benefits?
A new approach to leadership skills
Leadership training has adhered to a tiered learning and development (L&D) model. First to aspiring managers, then to current managers, and ultimately to top-tier executives, often under catchy program names like Ignite, Aspire, and Evolve.
But the skills that are included in these programmes widely benefit all employees.
Moreover, this historic approach, though pragmatic in the past, fails to appreciate the latent leadership potential in subject matter experts and individual contributors.
These employees may not seek a managerial title; nonetheless, their role is crucial. They are often the go-to internal authorities for their peers or may be adept at handling customer inquiries, new business pitches and more. They may also play a central role meetings, projects, and strategic initiatives.
Consequently, the conversation surrounding leadership is transforming. It’s becoming less about rank and more about the qualities displayed, like a growth-oriented mindset, resilience, critical thinking, and values.
Leadership is not confined to tenure; anyone can be a thought leader, a solution provider, or top of their game in communication. There’s a growing consensus that climbing the managerial ladder is not a prerequisite for personal and professional excellence.
What’s driving this change?
This evolution is being driven by several factors.
First, there’s a push from the workforce itself, with platforms such as LinkedIn amplifying the call for self-improvement beyond the scope of traditional managerial training.
Second, there’s an increasing acknowledgment of the importance of holistic employee development. Companies are now questioning what they offer to non-managerial staff who nonetheless hold leadership roles. L&D leaders are championing inclusive programmes that prioritise skill-building and are founded on behaviour-driven training.
Last, for multinational firms, interdepartmental cooperation is key. When leadership skills are widespread, communication improves, departmental challenges are better understood, and best practices are shared more readily. This culture promotes the role of individual contributors as influencers and agents of positive change.
What are the benefits?
Put simply, everyone benefits.
Employees dedicated to continual growth, particularly those in project-centric roles that don’t involve direct leadership, can evolve significantly. These individuals often prioritise impactful work over managerial ascent but are essential in leading and initiating company-wide endeavours.
For the organisations, the dividends of investing in leadership education are numerous, including heightened employee engagement and retention.
Valued employees tend to be more committed and productive. With a better understanding of leadership values and skills, collaboration across different departments becomes easier, which is particularly important for global companies.
As companies begin to redefine roles, expectations, and the required skill sets, they understand that leadership entails transformational behaviours, while management is more about specific duties and responsibilities.
Looking forward
While some organisations are recognising and reaping the benefits of this shift, others have been slower to embrace this approach. Restricting development to those with managerial aspirations could demotivate a company’s broader talent base.
Specialist consultants, such as OnTrack International, can add significant value here. We facilitate such conversations and can guide businesses through the transition and help them leverage the power of leadership at all levels.
In summary, leadership transcends mere titles; it embodies a mindset, a set of behaviours, and skills that every employee can and should possess.
Employers that acknowledge and invest in this philosophy are not just nurturing their workforce but are also laying the groundwork for future business success.
Get in touch if you would like to have a conversation about how your organisation can adopt this approach.
OnTrack International frequently helps organisations overcome complex leadership challenges using a people development solution to deliver business results now, and to develop employees to maintain the results long into the future. For more information, please Contact us on how to develop your people and teams.
