Effective leadership development addresses the gap directly, challenging leaders to confront the difference between how they see themselves and how others experience them.
Closing this gap doesn’t just transform individuals, its transforms whole organizations.
Discover why awareness matters when it comes to leadership
With many organizations offering no formal leadership training at all and others cutting budgets, the risk is obvious: Underprepared leaders steering companies through complex times. Treating leadership development as a strategic investment, not a discretionary spend, is critical to building resilience and a competitive edge for most organizations
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Talented people leave if their leaders don’t lead well, or if they fail to create a tolerant, empathetic organizational or team culture that they can believe in.
The smartest organizations are recognizing that investing in dedicated ‘human skills’ training will help leaders manage teams more efficiently, foster collaboration, act as change agents and mentors and adapt to dynamic workplace environments. With the increasing trend for remote and hybrid work cultures, empathy and adaptability have become essential for sustaining employee engagement and productivity.
The stakes are high. Traditional business metrics like profitability are important, but an organization’s health also depends on the nature of its relational leadership. Trust and loyalty from colleagues are earned by creating environments where people feel respected, valued and able to grow.
Given that remote and hybrid work models are reshaping leadership, managing teams from afar requires a different skillset.
For all types of leaders, increasing self-awareness, understanding their own and others’ preferences and their impact on team dynamics, being able to recognize and control their emotional responses and flex their communication styles are the keys to building business relationships that lead to a healthy culture as well as healthy profits.
Self-aware leaders can recognize their biases and emotions and manage them effectively to make sound decisions.
The most ideal solution to developing great leaders lies in adopting an organization-wide framework for understanding more about people’s values, working styles, communication styles and interpersonal dynamics surrounding career ambitions, professional development and even conflict management.
And for the CHRO, who increasingly has a place at the board table, they must be supported to deliver this on all fronts. When the need to prioritize human-focused skills is recognized by the C-suite, organizations are less likely to experience drops in workplace morale, retention and organizational performance.
Senior HR leaders know from decades of experience how to spot early signs of disengagement, breakdowns in team trust and drops in performance.
It follows that they (and ideally their fellow leaders at all levels) should be equipped to mitigate these risks by empowering their diverse mix of colleagues to operate in a safe, structured way on all things values, purpose and motivation-related, as well as in their core business areas.
Let’s work smarter to help our leaders thrive.
Self-aware leaders are more effective at inspiring and motivating their teams than their less aware counterparts. That’s why our leadership programs start with self-understanding; helping leaders see where they excel, where they struggle and where they’re just treading water. Once this awareness is established, we guide leaders in understanding others, enabling them to nurture talent, unify teams and lead innovative, dynamic organizations