Leadership Development – do you have the tools?
Leadership development is all about broadening an individual’s ability to execute leadership roles within an organisation. Whether it be a non-profit, incorporated business or government entity. Leadership is about developing the capabilities of others on your team, as well as your supervisory duties. It is commonly thought that leadership development is a fundamental obligation as far as the success of a business goes.
Increasing more leaders are participating in training courses and international masterclasses. We have worked with organisations from across the globe. Some countries invest in annual training for their board of directors and senior executives. Whilst overs also see the value of providing professional accredited CPD training for managers too.
In a study done by the Center for Creative Leadership, it was found that 86% of companies with a leadership development program in its maturity were able to improve their business results and react quickly to changing market conditions. This is vital for the modern business environment as things change so quickly. Look at how quickly things escalated globally with the tragic impacts on human life and the economy due to the coronavirus.
Developing Leadership Styles
Essentially, a leader is someone who influences people through modelling behaviour that is good for business. Leaders lead by example, which sets the tone from the top. Moreover, this is good for employee engagement and the business. According to www.themuse.com, there are eight fundamental types of leadership. Muse leadership development consultant and career coach Joyel Crawford says, “Understanding how you lead and want to lead will give you a better sense of control over the size and scope of your reach and impact.”
Leadership researchers such as Bernard M. Bass, Karl Lewin, and Robert K. Greenleaf, have found that these four successful leadership roles follow these guidelines:
1. Transformational Leadership
Transformational leaders try to change their businesses by inspiring their employees to be innovative and creative. This type of leadership empowers and stimulates employees to give their ideas about how to improve the business. The positive aspect of this type of leadership is the high level of employee trust that it facilitates, and the encouragement of a shared vision for the business.
You may be a transformational leader if you constantly encourage employees to think outside the box, and you feel immense pride when team members achieve their goals.
2. Servant Leadership
Servant leaders serve first and lead second, which means that they spend most of their energy on finding ways that they can help their employees succeed. They care much less about status and power, and more about the success of their team. In the book Leaders Eat Last: Why Some Teams Pull Together and Others Don’t, Simon Sinek says, “Leaders are the ones who are willing to give up something of their own for us … when it matters, leaders choose to eat last.”
Furthermore, this approach facilitates a high level of trust and boosts morale, resulting in improved employee performance and a happier, more stable company culture.
3. Democratic Leadership or Participative Leadership
This type of leadership emphasises working together and involving employees in decision-making. This encourages open, honest discussions and creativity, which generally improves job satisfaction. Although. this style doesn’t always work well during times of crisis or when an organisation has to move quickly.
4. Charismatic Leadership
As the name suggests, charismatic leaders have a lot of charisma and conviction to complete their goals. These leaders have a way with words and magnetic personalities, which gets others excited and inspired to work toward a common goal. Through their character, skill in oration and influence they inspire employees and peers to follow them loyally.
Emotional Intelligence and Leadership
However, not everyone is a born leader, but anyone can be a leader by staying open-minded, being motivated, and attending leadership training. In a study done on Emotional Intelligence and Leadership Effectiveness performed by the School of Business Organisation and Management at the University of Ulster, Newtownabbey, UK, it was determined that those people who scored higher on the Mayer Salovey Caruso Emotional Intelligence Test (MSCEIT) (using 1,258 employee survey responses) were more effective leaders.
What is Emotional Intelligence?
Emotional intelligence in leadership is defined by Oxford as, “the capacity to be aware of, control, and express one’s emotions, and to handle interpersonal relationships judiciously and empathetically.” Moreover, it has been said that emotional intelligence is the key to professional success. An American psychologist named Danel Goleman outlined the five elements that define emotional intelligence as self-awareness, self-regulation, motivation, empathy, and social skills. Try to be more self aware and your own no verbal prompts to employees. Empathy and emotional intelligence can be learnt and developed.
Also, the future leaders of today’s businesses would be wise to keep certain things in mind. Authoritarian and punitive leadership are considered things of the past in many countries. However, having high emotional intelligence (EQ) is seen as more important than IQ. Emotional intelligence is considered the most effective means of successful and effective leadership. People work best and most efficiently under leadership that is inspirational and motivational and considerate of their interests.