What do you do if your colleagues' leadership skills need improvement?

I personally believe that true leadership is demonstrated when an individual elevates the entire team to his/her own level, fostering a sense of equality and mutual respect. Leading among equals is not only more fulfilling but also more challenging, resulting in high-performance teams. Effective leadership transcends mere titles; it entails being part of the team as a team member and aligning the team towards common objectives, identifying challenges, and guiding the team through them. This approach requires an encouraging leadership style that is not plagued by insecurity. Building a team on a foundation of trust creates an environment where everyone feels encouraged to contribute their best efforts.

Foster open communication and engage in constructive dialogue with the colleague. Provide specific examples of areas for improvement and highlight the impact on team dynamics and productivity. Offer support by suggesting resources, training programs, or mentorship opportunities. Lead by example and offer assistance and guidance where appropriate. Encourage a culture of continuous learning and improvement within the team. Approach the situation with empathy, respect, and a genuine desire to support your colleague's growth

Identify the specific skills that are preventing expected outcomes. Determine if there are known technical, process or resource barriers that may be a contributing factor. Discuss specific examples with leader and allow time for feedback. Allow them to be part of the solution. Offer podcasts, books or educational opportunities to all leadership on a regular basis. If opportunities are specific to one leader, discuss expectations and agree on next steps.

I think you have to go deeper than the usual chevron verbs us Consultants like to use. Lack of Leadership comes from one of these issues: 1 - Lack of knowledge 2 - Lack of willingness 3 - Insecurity In order to implement a remediation path, you first must identify the source. 1 and 3 are fixable. 2 is not.

I often use the sandwich method or the start/stop/continue method. In each of these methods it is important to provide clear feedback that someone can actually work on. Using illustrative examples works well.

For me, awareness is key. One of the ways to create awareness is by gathering 360 feedback. 360 feedback surveys can be applied to all levels of an organization including leadership. Ideally, it should be collected from colleagues who work directly with the leader who is receiving the feedback and should include both strengths and areas needed for improvement; it needs to be constructive and should be presented with a balanced perspective. As a corporate warrior coach, I like to use this kind of feedback as a pre & post coaching tool so that the leader can see how they have improved. Final thought: Leadership is an action, not a position so be sure to build in accountability for improvement to ensure that there is a change in behavior.

I actually work with my team leads on how to be more confident, more effective and achieve better results with their immediate team. I believe in a hands-on approach so that they understand how to increase productivity, while manage to have an approachable attitude.

Oferecer feedback construtivo para apoiar o desenvolvimento das habilidades de liderança de um colega é uma prática valiosa. A chave está em escolher o momento e o local apropriados para essa conversa. Evite abordar questões quando as emoções estão exacerbadas ou quando há distrações externas. Busque um ambiente tranquilo e privado para garantir uma troca respeitosa e sincera. Seja específico e objetivo, utilizando exemplos concretos e fatos para embasar seus pontos, em vez de recorrer a afirmações genéricas ou subjetivas.

Follow-follow-lead when doing this; - follow: first find out what are top on mind of the leader, reviewing the last period or activity - follow: explore selected underlying issues and connect to mission, vision or purpose - lead: connect their actions to the purpose or mission and give an example of a perspective on how they can improve. Get buy-in, and create one or two attainable goals

It is essential to ask open-ended questions to draw out the why behind the actions when doing self reflection. I encourage my team members to also write their short, medium and long term goals and reflect throughout the year on how they performing against each.

Self reflection is always best method to improve ourselves. We need to measure our own strengths and weaknesses. Learn from our own mistakes and observe your mentor to identify your gap.

When colleagues' leadership skills need improvement, initiating constructive conversations can be a key step. Start by highlighting positive observations before gently pointing out areas for growth, framing these as opportunities rather than criticisms. Encourage self-reflection by suggesting resources like leadership seminars or books such as "The 7 Habits of Highly Effective People." Recommend dedicating daily time to self-assessment, such as a 20-minute reflection on daily successes and challenges. Promoting a culture where feedback is viewed as a growth tool can also enhance leadership development.

It really depends on if it is the willingness or ability to lead that is lacking. For willingness, adressing the goals, describe how all the achieved goals made them come to a leadership position, and look for roots or motivation to find comparable results to achieve is a start. For lack of ability, it depends on how much is lack of knowledge, ability or reinforcement of ability. A plan addressing all of these is necessary. Knowledge - theoretical perspective Ability - practical achievement and realistically help to prioritize Reinforcement - ensuring that enough time and focus is on the ability to "keep the instruments sharp"

As a leader, it's important to empower your teams so they can be successful. It's about motivating and inspiring them to do their best work and aiding in removing obstacles. Recognize your team members in the moment and give them clear feedback so they can continuously improve. I have also found that showing up as your authentic self humanizes you as a leader, and creates an open environment for your team members to be themselves thus creating a more positive working environment.

Liderar pelo exemplo é mostrar que determinada demanda pode ser executada de determinada maneira. É reforçar para os liderados que a tarefa possui fundamentação e que seus impactos trazem benefícios para a equipe e para a companhia. Além de ações práticas, ligadas ao resultado, vale sempre o esforço do líder de entender as limitações de cada indivíduo, trazendo a compreensão das capacidades de entrega.

It is always important to demonstrate the behaviors you enjoy seeing and experiencing when working with others. Having conversations to understand why people make decisions is very important because it gives insight on how you might encourage different actions. Have open and honest conversations and allow grace because we are all in a constant state of growth and will not get it right every time The worst thing that can happen if you say nothing and do not offer partnership on how to assist each other in being the best we can possibly be, no one can do it alone.

Something that proves to work time and time again is effective leadership. With a positive role-model that is focused both on employee satisfaction, as well as the education needed to allow employees to reach the potential we are asking them to reach. Respect and work-life balance help employees to feel valued, and when people feel valued they start to naturally display better leadership skills.

As a leader, it's beneficial to offer support and constructive feedback to help them grow. Begin by identifying specific areas where improvement is needed, such as communication, decision-making, or team collaboration. Approach the conversation with empathy and openness, highlighting the importance of continuous growth and development. Offer mentorship or suggest leadership training programs that can enhance their skills and confidence. Encourage them to seek feedback from peers and mentors, and provide opportunities for them to practice and apply new leadership techniques. Foster a culture of learning and improvement within the team, where everyone feels empowered to develop their leadership abilities for collective success.

A critical part of developing leadership skills is a team mindset. Decide what programs you want to do, and make them accessible to all employees, rather than assigning them like remedial work skills. In healthcare, many physicians identify a lack of leadership options as a source of burnout. Across healthcare, many people lack job satisfaction because they lack the training or path to leadership roles in an organization. Transparency and group led initiatives improve productivity across a team and reduce employee turnout.

In addition to these steps, here are some things I find important in this situation when it comes to communication: - Be firm and direct - Whenever necessary, use action words - Always clarify any unclear task-related expectations - Tailor communications with the intent to accomplish something (e.g. submit reports with deadlines)