Your executive team is facing turbulent times. How can you support and develop emerging leaders effectively?

Offer resources and training on stress management and resilience. Help emerging leaders develop the mental toughness needed to navigate turbulent times. Encourage critical thinking and problem-solving exercises that prepare them for unexpected challenges.

Engage covert processes at work and dialogic process consulting in your intervention. #1. When people face turbulence, there are likely existing covert processes. Bring covert to overt to enable it to be addressed openly. #2. Understand the emotions associated with the turbulence, such as anxiety, worry, fear, etc. #3. Set all these as background, then have a dialogic consulting process with your executive team to lay out all the issues and reframe for new possibilities. #4. Stay clear on the organizational purpose, and apply reverse thinking to develop how/what/when to get there. #5. Remember that turbulence is a new norm in this VUCA world, so develop your resilience and agility as a leader.

To support and develop emerging leaders during turbulent times, create a supportive environment where they can learn, grow, and contribute. Provide mentorship opportunities, coaching, and training to enhance their skills and confidence. Empower them with increased responsibilities and decision-making authority. Recognize and reward their achievements to boost morale and motivation. By investing in your emerging leaders, you can build a strong pipeline of talent and ensure the long-term success of your organization.

1. Introduce formal resilience training that focuses on mental toughness, stress management, and emotional intelligence. These programs can equip emerging leaders with the tools they need to bounce back from setbacks and handle stress effectively. Create a Resilience Workshop series where leaders engage in role-playing exercises simulating crisis situations, followed by debriefs to discuss coping strategies and lessons learned. 2. Implement regular Open Feedback Sessions where leaders can share their challenges and brainstorm solutions with peers in a supportive setting. These 2 have worked well with me, and the leaders/firms I interact with.

Supporting and developing emerging leaders during turbulent times requires a multifaceted approach. First, I would establish open lines of communication to foster trust, allowing team members to express concerns and share ideas freely. Implementing mentorship programs can pair emerging leaders with experienced executives, providing guidance and support. I would also focus on tailored development plans that include training in resilience, adaptability, and decision-making under pressure. Creating opportunities for these leaders to take on critical projects or initiatives will allow them to gain hands-on experience and build confidence. Regular check-ins and feedback sessions would ensure they receive continuous support.

1. Offer workshops focused on adaptive leadership principles, teaching emerging leaders how to pivot quickly, manage ambiguity, and remain agile in their decision-making. Emphasize the importance of flexibility and creative problem-solving. Host a Scenario Planning Workshop where leaders practice making quick decisions in uncertain situations, using tools like SWOT Analysis to evaluate different strategies. 2. Encourage emerging leaders to take on roles or projects outside their usual scope. Cross-functional experiences broaden their perspective, making them more adaptable and better equipped to handle diverse challenges. Launch a Rotation Program where emerging leaders spend time in different departments, learning new skills etc

No question—flexibility is crucial to remaining resilient in turbulent times. Those who can quickly adapt to new situations and find effective solutions are less likely to be thrown off course. For example, when project requirements suddenly changed, our team was able to successfully meet the new challenges through flexible planning and task redistribution.

Internal knowledge transfer is invaluable. Those who can learn from experienced mentors and gain valuable insights can specifically develop their leadership skills. For example, through a regular mentoring program, a young leader in our company was able to quickly develop the necessary skills and confidence to successfully lead a team.

Emerging leaders often have a clear sense of what needs to be done early on. However, if you look behind the scenes, they may hesitate to admit how they should approach it, especially when practical experience is lacking. As a leader, it's crucial to ensure that my team understands how to tackle and implement tasks effectively. I can't simply shift the responsibility away from myself.

Em tempos desafiadores, a mentoria é crucial para desenvolver líderes emergentes. O desenvolvimento dos líderes até a excelência ocorre por meio da mentoria, que constrói conhecimento a partir das experiências do mentor, amplia o autoconhecimento e a autoconfiança, reduz as incertezas e angústias, e pavimenta o caminho para o sucesso profissional e organizacional.Investir em mentoria prepara líderes eficazes, garantindo que sua equipe enfrente desafios com resiliência e competência.

Strategic thinking is the ability to identify long-term goals and develop plans to achieve those goals while considering risks and opportunities. Strategic thinking is essential for leadership development as it allows leaders to look beyond day-to-day operations and make sustainable decisions; for example, a leader who thinks strategically can recognize market trends early and prepare the company for future challenges.

Communication skills are the ability to convey ideas clearly and effectively, as well as actively listen and respond to others. Communication is crucial for the development of leaders and the success of a company because it fosters collaboration, prevents misunderstandings, and builds a strong company culture; for example, a leader who communicates excellently can motivate their team and ensure everyone is working towards common goals.

Foster autonomy by clearly communicating trust in their abilities and delegating key responsibilities. Encourage open dialogue and collaborative decision-making, emphasizing that their insights are valued. Set clear expectations and goals, but allow flexibility in achieving them. Provide resources and support while avoiding micromanagement. Regularly acknowledge team and individual successes to boost confidence. It is essential to demonstrate transparency about the transition process and involve the team in shaping the company's future direction. By demonstrating faith in your team's leadership capabilities, you'll instill confidence, maintain stability, and keep the business thriving during this period of change.