Developing Leaders-The 5-Step Leadership Skills Development Process

Developing leaders is a big goal of all organizations. No matter what size your company is, right now, it is a great time to start planning for the future. In fact, if your organization has a culture for developing leaders from within, you will attract better employees. In this session, we are going to pull back the curtain and show you how to build your own personal leadership. We will also show you how to tap into the untapped potential of your team. Follow this simple process, and you can also increase productivity quickly.The Key to Developing Leaders Is to Start with “Leadership Skills Development.”People are basically trainable in three different areas — Knowledge, Skill, and Attitude. Knowledge is all of the technical skills that we learn in High School, College, and On-the-Job Training. Skills are how we take that Knowledge and put it into practice. And, our Attitude is the confidence that we exhibit when we use that Skill.Here is a simple example. Let’s say that we want to teach a kid to ride a bike. We may start the process with a few little pieces of knowledge. For instance, “The more that you pedal, the easier it is to keep your balance.” That is great knowledge. However, if we just tell the kid that information without any skill development, she will still be nervous. Without the skill development, her attitude about using the skill is low. In contrast, if you hold the back of the seat for her and let her get comfortable, the nervousness will go down. Then, if you run alongside her as she pedals, her attitude will improve more and more.The key to understanding this is to ask yourself a few questions. Did the kid’s attitude improve because of the knowledge that we gave her? Or did she feel more confident because she actually developed a skill? The process is the same when developing leaders from within your ranks.Developing Leaders: Leadership Skills Development Basics.Don’t get me wrong. Knowledge is important. I like to describe knowledge as the ticket to get in the game. Without it, you are on the outside looking in. However, Let’s say that you are interviewing two potential candidates for a new position. Both of these candidates have the same degree from the same university. Also, both candidates have a similar level of experience. If that is the case you will likely make your choice based on their leadership potential.You may look at how each one communicated during the interview process. Or, you might look for things like confidence, decisiveness, creativity, or people skills. These are what most people call leadership skills. The better a candidate scores in these areas, the more leadership potential we believe he or she may have.In fact, in many cases, if one candidate is highly skilled in these leadership areas, he or she may be hired even if the other candidate has a better technical background.For full show notes visit Developing Leaders: The 5-Step Leadership Skills Development Processhttps://www.leadersinstitute.com/developing-leaders-the-5-step-leadership-skills-development-process/