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Leadership development is not limited to individual leaders but can also encompass an entire group—fostering peer leadership.
Organizations that capitalize on leadership development and training know that the strength of their successful operation is in the hands of good leaders.
This entry was posted in Executive Leadership Training, Leadership Challenge Workshop, Leadership Training Courses, Leadership Training Development, Management Leadership Training and tagged leadership development, leadership training, peer leadership. Sometimes even if we give feedback, we deliver it in such a “sugar-coated way” that the coachee misses it altogether.
1) Clarity – Before you have the conversation get clear and specific on what you want to communicate. 2) Compassion – We often tie ourselves up in knots because we make giving the feedback about us rather than a behavior change that will serve the coachee.
Compassion for the coachee helps us put ourselves in their shoes and have a more emotionally intelligent conversation. If giving the feedback is still a bit uncomfortable for you, experiment with being vulnerable and simply stating “I wish I was more practiced at giving feedback” creates an environment of greater trust and authenticity for the conversation.
3) Curiosity – Coaching conversations are more about listening and asking good questions than talking. 4) Confirmation – Feedback conversations are difficult because our own emotions are often caught up in them (both on the side of the coach and the coachee). 5) Commitment – The end result of any great coaching conversation is a clear commitment to results and a strengthened trust in the relationship. One last coaching question to ask if you’re looking to grow in your own ability to coach is to ask your coachee “How was this coaching conversation for you? This article was written by Henna Inam, executive coach, speaker, and author of the book Wired for Authenticity. She works with women to help them realize their potential to be authentic, transformational leaders.
My name is Gaurav and i work as an AM Training with an MNC corporation , Just wanted to say that these topics that you have written on are just amazing and i normally keep checking all that you write on. Kevin Dunn – American Income Life Director of New SGA Development talks about using momentum in order to keep moving forward.
It’s strange that when you research the topic of Leadership there is no clear definition. Keep practicing Leadership in every little task you perform and many of these qualities will be yours to enjoy. About Mark TingMark Ting is a Staff Writer at Torchmark Corporation, writing about American Income Life and National Income Life Insurance Companies.
Good leadership in any team or organization of pretty much any size or type is more important than ever in today’s highly competitive and fast-changing world. To answer this question we need to focus on what should be the core content of a leadership development training initiative and then what is the best vehicle we should select by which to deliver it. Although there are many ways to categorize leadership development, one popular way to do this is to separate it into the two big headings of leadership style and leadership competencies.
Although style is undoubtedly important, a leader’s ability to flex it successfully often rests on the skills that he or she has available in his or her “toolbox”. There is no single answer to this question, but as the chart below indicates, one approach that we can take, which has widespread application in many organizational settings, is to “cluster” competencies into the four areas shown.
Starting at the first cluster at the bottom right above-“Functional knowledge”, there are a range of competencies which relate to the extent to which any leader knows about the organization of which he or she is a part in functional terms. In the next cluster at the bottom left of the chart above is “Personal awareness” or what some may call self-awareness.


In the next cluster-“Interpersonal skills”, there are a range of competencies which cover how a leader relates to other people, either one-on-one or one to many. Leadership development training can take many forms and is usually best delivered by conducting a proper training needs analysis exercise for the intended recipients.
Thank you for posting this article and articulating the distinction between competencies and styles. Thanks Brenda and I think you make a valid point about cross cultural competencies and diversity. Jon Warner is an executive coach and management consultant and in the past has been a CEO in three very different companies.
ReadyToManage is your one-stop shop for world class employee and personal development resources. No leader can operate alone and must work proactively and collaboratively with others to solve the complex problems facing organizations today. With the help of leadership development, an individual is given the opportunity to improve their skills, develop their talents, manage their weaknesses, and reinforce their ability to use their personal knowledge and organization resources.
A direct report of yours just gave a presentation to senior management.  The presentation went okay but frankly could have gone a lot better.
A Corporate Executive Board survey suggests that firms whose culture encourages open communication outperform peers by more than 270% in terms of long-term (10 year) total shareholder return. And specificity is hard when we’re giving feedback on “softer” behaviors like a person’s self-confidence or the way they dress. When we come from a place of curiosity rather than judgment or attachment to our own point of view, new insights can appear and solutions can be co-created that will help us capture stronger commitment (see below).
When emotions get involved it’s hard to really listen clearly (more on this in the blog post “Listen to how you Listen”. Am I reading that correctly?” Acknowledging emotion is a great way to have a more authentic conversation. True leaders have new objectives waiting in the wings that they immediately begin to pursue, the moment the present objective is complete. Keep moving forward to provide growth for you and your team in character, in strengths and virtues. Discipline and perseverance are a lot like the principle of compound interest – the more committed you are towards your objectives, the greater the momentum you will build.
However, most leaders are not “born” to be effective (or have an “innate” ability to lead) but with a little focus, are “made” or developed over time in order to make the best possible contribution. Leadership style relates heavily to the way that leaders relate to other people and essentially to how they communicate in a range of situations.
For this reason a competencies-based leadership development approach may be the best way to put together a structured program.
This will of course vary by organizational type but is general, any leader in any one function should have a basic knowledge or the other major ones and what they do, so as to ensure that effective and intelligent cooperation or teamwork can occur when it’s called for. The simple idea here is that no leader can manage others until they can understand and manage him or herself. The ability to think critically and strategically is often key here, as well as the capacity to evolve a compelling vision and manage the resultant journey to be travelled with good project skills and the ability to analyze and solve problems as they arise. However, in broad terms, early thought needs to be given to whether to focus on leadership style training or leadership competency development. The ten competencies under each of these cluster headings provides a useful starting point to evolve a leadership development approach that can help any organization’s leaders to be better able to cope with the many situations they encounter.


Jon Warner is a prolific author, management consultant and executive coach with over 25 years experience. There are others that could have been included in all 4 quadrants of course -its one of the things that is lost in producing a model such as this. In order to post comments, please make sure JavaScript and Cookies are enabled, and reload the page. Therefore every employee should be given the opportunity to gain greater self-awareness and learn how to be a peer leader and a leader of a group or team. Additionally, it builds confidence and unity, which significantly improves the success rate of employees achieving individual and organization goals.
The direct report knew her material but didn’t demonstrate self-confidence in her body language, didn’t dress appropriately, and didn’t think fast on her feet in addressing some of the questions. Start with acknowledging what’s working well as it creates a positive environment where the employee can be more open to listening. Her corporate clients include Coca Cola, Novartis, J&J, and others who know female leadership talent is good for business. In the beginning your progress may seem small, but as one success gets stacked upon another, the momentum you generate will make you a force to be reckoned with. There are a number of words that describe the qualities that many leaders possess, I believe that many of these qualities you too can’t help but possess. It is also concerned with the degree to which leaders can change or “flex” their style when circumstances require a new or different approach. Perhaps most important for most organizations amongst these functional areas is customer service and this is therefore often given the greatest focus in this quadrant in terms of training, although financial management and budgeting often runs a close second.
In this category are therefore a range of competencies which must be either already relatively well-mastered or which should be developed further.
In general considerably more money is generally invested by large organizations in training or development in this particular cluster, than any of the other three. Or, we race through feedback like we’re going for a root canal, wanting to get it over with as quickly as possible, without any consideration for the pain or numbness of the person on the receiving end. On the other hand, you can be more specific by saying “your posture and the intonation of your sentences reflected that you didn’t have complete confidence in your own expertise”. Ideally, the talking happens in the form of questions that help the coachee discover the answers within themselves. Every day you need to devote yourself to the perfection of the path you have chosen to peruse.
Some of these (such as ethics or emotional intelligence for example) are not necessarily easy to train or possible to develop quickly. You secretly wonder if she’s losing confidence in your judgment to have the direct report present in the first place.
However, these are often foundational skills which will provide a stable foundation upon which other skills can be learned at a later stage.
Feedback, particularly developmental feedback, is often hard to give, so most of us avoid giving it.
Discipline is about developing powerful habits and at one point those habits will become your identity.



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