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#LEADERSHIP

9 Key Areas of Leadership Development For Professional Growth

BY
Andrew Langat
December 30, 2022
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Leadership and learning are indispensable to each other.” –John F. Kennedy

Leadership development is a process that organizations and leaders undertake to improve leadership potential in key areas that can be categorized as "leadership development areas."

Leadership skills are often refined through continuous education – privately or through the contribution of coaching & mentoring – in a leadership journey.

These leadership development areas are usually part of leadership development initiatives to make effective and successful leaders.

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Why Is Leadership Development Important?

Developing leaders helps create an environment of growth, innovation, and collaboration and drives employee engagement and performance. It also strengthens company culture and builds a sense of loyalty among employees.

Leadership development is crucial to success in any field or role, even beyond the C -suite. It can give individuals the tools to become effective leaders, confidently make decisions, adapt the right leadership behaviors, and help others reach their potential.

The development of leadership competencies helps organizations build strong and cohesive teams capable of achieving success.

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9 Key Leadership Development Areas

When developing leaders, it is important first to analyze any existing leadership skills and then, using that information, create a framework to improve key skills important in addressing performance problems. Some of the key development areas that can be addressed include:

1. Self-Awareness

Self-awareness involves a deep understanding of one's strengths and weaknesses and the impact one's actions and decisions have on others. Self-aware leaders can recognize their biases and emotions and manage them effectively to make sound decisions and create positive working environments.

Some of the tips for better self-awareness include:

  • Reflect on your experiences: Reflect regularly on your positive and negative experiences. Consider what worked well and what could have been done differently, and think about the underlying reasons for your actions and decisions.
  • Ask for constructive feedback: Regularly ask for feedback from others. This can include your team members and superiors. Quality feedback offers valuable insight into how you are perceived and how your actions and decisions impact others.
  • Practice mindfulness: Mindfulness involves being present at the moment and paying attention to your thoughts, feelings, and sensations without judgment. Regular mindfulness practice can help you become more aware of your emotions and reactions, allowing you to manage them more effectively.
  • Examine your values and beliefs: Take time to explore your values and beliefs, and think about how these influence your actions and decisions. Understanding your values and beliefs can help you to make choices that align with your personal goals and principles, making you a more effective leader.
  • Develop self-compassion: Self-compassion involves treating yourself with the same kindness, care, and understanding that you would treat another person. It can help you to be more accepting of your flaws and limitations and to approach challenges and setbacks with a more positive and constructive mindset.

2. Effective Communication

In leadership, effective communication is essential for building trust and collaboration within teams and conveying goals and expectations. This involves articulating ideas clearly, actively listening to others, and being open to feedback and different perspectives.

Some of the tips for effective communication include:

  • Listen actively: The key elements of active listening are fully focusing on what the other person is saying and taking the time to understand their perspective and emotions. It involves not only hearing the spoken words but also paying attention to body language and tone of voice.
  • Be clear and concise: When communicating, clearly articulate your ideas and avoid using jargon or complex language that others may not understand. Keep your message concise and to the point, and provide examples or supporting evidence to help illustrate your point.
  • Ask questions: Asking open-ended questions can help to stimulate discussion and encourage others to share their thoughts and ideas. It can also help you to gain a better understanding of their perspective and concerns.
  • Use nonverbal communication: Nonverbal communication, such as body language and facial expressions, can often convey as much information as spoken words. Pay attention to your nonverbal cues, and try to interpret the nonverbal signals of others to understand their meaning and intent better.

3. Ability to Manage Change

The world of work is constantly evolving, and leaders must be able to adapt and lead their teams through periods of change to remain competitive and successful. This involves being able to develop strategies for managing change, as well as being able to communicate these effectively to team members and provide support during the transition.

Some of the tips to better manage change include:

  1. Communicate the need for change: Communicate the reasons for the change to your team and explain how it will benefit the organization and its members. Be transparent and honest, and be prepared to answer any questions or concerns, including addressing any negative consequences. This will help team members be ready for change and manage stress due to the new realities in their work environment.
  2. Involve your team in the change process: Good leaders Involve their team members in the change process by soliciting their input and ideas. This can help build buy-in and support for the change and provide valuable insights and actionable new ideas.
  3. Create an action plan: Create a development plan for implementing the change and make sure to include specific, measurable, attainable, relevant, and time-bound (SMART) goals and objectives. Communicate the plan to your team and ensure everyone knows their roles and responsibilities.
  4. Provide support and resources: Provide your team with the support and resources they need to successfully navigate the change. This may include training, guidance, and additional resources such as technology or equipment.
  5. Be flexible and adaptable: Be prepared to adjust the plan if needed and be open to feedback and suggestions from your team. Change can be challenging and it's important to be flexible and adaptable to ensure the success of the change process.

4. Ability to Motivate & Inspire

Part of great organizational skills for leaders is motivating their teams to work towards achieving set goals. This means being able to communicate the importance of the team's goals, as well as recognizing and rewarding individual and team achievements.

Some of the tips to motivate and inspire include:

  • Communicate the importance of the team's goals: Clear communication on the importance of team goals and how they will benefit help team members helps others see the bigger picture and their role in contributing to the team's success.
  • Recognize and reward achievements: Recognize and reward individual and team achievements publicly and privately. This can help to motivate team members to continue striving for excellence and can also help to build a positive and collaborative team culture.
  • Offer support and guidance: Helping employees through support and guidance can help them develop the skills and knowledge they need to succeed. This can include coaching & mentoring as well as providing access to resources and training.
  • Be a positive role model: Be a positive role model for your team, and demonstrate the behaviors and attitudes you want to see in others. This can include showing enthusiasm and passion for the team's goals, being open to feedback and suggestions, and being approachable and supportive.
  • Create a positive and collaborative team culture: Create a positive and collaborative team culture by fostering open communication, collaboration, and trust. Encourage team members to work together and support each other, and provide opportunities for them to learn from each other and share reflections, experiences, and ideas.

Another coach speaking to her audience on the topic of leadership coaching.

5. Ability to build and Manage Effective Teams

This involves being able to select and develop team members, as well as creating a positive and collaborative team culture. Effective leaders can delegate tasks and responsibilities as well as provide support and guidance to their team members to help them grow and develop.

Some of the tips for building and managing effective teams include:

  • Select the right team members: Select team members with the skills, knowledge, and attitudes necessary to succeed. This may involve conducting interviews and assessments to identify the best fit for the team before moving forward.
  • Offer training and development opportunities: Provide team members with training and development opportunities to help push them out of their comfort zone and improve productivity. This can include training programs, mentoring, and access to resources and networking opportunities.
  • Foster collaboration and teamwork: Good leadership fosters collaboration and teamwork by promoting open communication, trust, and mutual support within the team. Encourage team members to work together, share their ideas and perspectives, and provide opportunities to learn from and support each other.
  • Delegate tasks and responsibilities: Delegate tasks and responsibilities to team members in a way that allows them to utilize their strengths and decision-making skills. Provide guidance and support as needed, and give team members the autonomy and responsibility they need to succeed.

6. Developing Organizational Culture

Organizational culture refers to shared values, beliefs, and behaviors that define an organization and shape its interactions with its employees, customers, and stakeholders.

Developing a strong and positive organizational culture is essential for the success of any organization as it can help improve employee morale, collaboration, and productivity – while also enhancing the organization's reputation and competitiveness.

Some tips for developing organizational culture include:

  • Clearly define your organization's values and goals: Clearly define your organization's values and goals, and make sure they are communicated to everyone. This can help establish a common purpose and direction and provide a framework for decision-making and behavior.
  • Model the desired behavior: As a leader, your actions and behaviors serve as a model for others in the organization. Make sure to consistently model the desired behavior and values and encourage others to do the same.
  • Recognize and reward positive behavior: Recognize and reward individuals and teams who exemplify the desired behavior and values. This can help to reinforce the desired culture and motivate others to adopt the same behavior.
  • Provide support and resources: Provide your team with the necessary support and resources to succeed. This can include training, guidance, and access to resources such as technology and equipment.
  • Encourage open communication and collaboration: Encourage open communication and collaboration within your team and throughout the organization. This can help foster trust, support, and a sense of community and even improve decision-making and problem-solving.

7. Emotional Intelligence

Emotional intelligence (EI) refers to the ability to understand and manage one's emotions and those of others. It is a critical skill for effective leadership, as it can help leaders build positive relationships, communicate effectively, manage stress, and make sound decisions.

Key components of emotional intelligence are self-awareness, self-regulation, empathy, and social skills.

Some tips for improving Emotional Intelligence include:

  • Seek feedback: Ask for feedback from others, including your team members, colleagues, and superiors. This can provide valuable insight into how you are perceived and how your actions and decisions impact others.
  • Develop empathy: Empathy involves the ability to understand and share the emotions of others. To develop empathy, try to put yourself in others' shoes and consider how they might feel in a given situation. This can help you to build stronger, more positive relationships with your team members and colleagues.

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8. Critical Thinking

Critical thinking can help employees solve complex problems, make better decisions, and adapt to changing circumstances. It can also help them evaluate their effectiveness, identify improvement areas, and develop creative solutions to challenges.

Some tips for critical thinking in the workplace include:

  • Seek out diverse perspectives: Encourage open communication and invite others to share their thoughts and ideas. Different ideas often create room for debate and result in implementing the best ideas.
  • Evaluate evidence: Assess the reliability and validity of information before making decisions based on it.
  • Ask questions: Don't be afraid to ask questions and challenge assumptions to deepen your understanding of a topic.
  • Be curious: Always be willing to learn more and seek out new information to expand your knowledge and improve your critical thinking skills.
  • Be willing to change your mind: Be open to new information and revise your thinking if it is supported by evidence.
  • Take your time: Don't rush to judgment; give yourself time to think through a problem and consider multiple solutions before making a decision.

9. Performance Management

Performance management is an important area of leadership development because it involves setting goals for employees, monitoring their progress, and providing feedback and support to help them improve.

Performance management is typically seen as a continuous process rather than a one-time event. This means that it involves regularly setting goals, monitoring progress, providing feedback, and adjusting strategies on an ongoing basis on issues such as communication skills, time management, and people management.

This can help to ensure that the organization's goals and objectives remain aligned with the team's efforts and that employees are continuously supported and developed.

Some of the tips for better performance management include:

  • Set clear goals and expectations: The first step in performance management is establishing clear goals and expectations for team members. This might involve setting specific, measurable, achievable, relevant, and time-bound (SMART) goals that align with the organization's objectives.
  • Monitor progress regularly: It is important to monitor team members' progress toward meeting their goals. This might involve tracking key performance indicators (KPIs) and other relevant metrics and sharing that information with team members so they can see how they are doing.
  • Provide regular feedback: Regular feedback is an essential part of performance management. This might involve sharing positive feedback to recognize good performance and constructive feedback to help employees improve.
  • Adjust goals and strategies as needed: As the organization's needs and goals evolve, it is important to review and adjust the team's goals and strategies accordingly. This might involve setting new goals, changing the team's approach to achieving goals, or providing additional resources or support.
  • Support ongoing development: Effective performance management should involve ongoing support and development for team members. This might include providing training and development opportunities, regular check-ins, and progress reports to help employees stay on track and improve their skills and capabilities.
Inspiring, isn’t it ? Want to learn more about connecting self-awareness to professional development? Get in touch today.
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How Highrise Can Help

Leadership development is an ongoing process that can help you acquire the skills to become a well-rounded leader who can respond to workplace challenges while creating and preserving important workplace relationships. If this is your goal, we'd love to help! Reach out to book a complimentary discovery call today.

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AUTHOR
Andrew Langat
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Andrew Langat is an experienced content specialist in Leadership, Productivity, Education, Fintech, and Research. He is an avid reader and loves swimming as a hobby. He believes that quality content should be actionable and helpful.