successful leadership

Skills to Learn In a Comprehensive Leadership Development Program

The majority of organizations have leadership development programs. However, according to Harvard Business Publishing research, only 7 percent of these organizations describe their programs as “best in class.” The statistic means that several current leadership development programs may ultimately be failing both the organizations and their leaders who participate in them. Designing an effective leadership development program begins with arming leaders with the specific tools, skills, and behaviors as they’ll need to confidently lead members and drive the performance of their organization or team. With that in mind, here are the crucial skills a comprehensive leadership development program should include.

  • Coaching. It is one of the best methods leaders should regularly attend to release the full potential of their direct reports. Leaders should have excellent coaching skills as coachable moments happen daily. They should seize these moments to influence employees’ engagements and productivity positively. Leaders must be able to effectively provide feedback, motivation, and guidance in real-time.

Leadership Development Program

  • Accountability. The most successful leaders know that their success is not only dependent on how they perform but on the team’s performance as a whole. Today’s leaders are not accessed as individual contributors, but as part of the organizations they’re held accountable. By training leaders on accountability, they’ll become capable of making everyone in the group, including themselves, to succeed and produce the needed results.


  • Change Management. An organization cannot be frozen in time as it’s not a static entity. Changes in the marketplace, company growth, employee turnover, and countless other factors contribute to ongoing changes. Whether the changes feel like a tidal or ripple wave to employees, leaders must be prepared to guide them through transitions. Shepherding employees with constant changes requires training leaders to manage change before it even transpires. Change management training is vital in any leadership development program to make sure that leaders can harness the power of vision, offer strong leadership during a particular season, and take advantage of the transitional times to improve performance.


  • Influence and Negotiation. Effective leaders inspire, persuade, and encourage others to make their vision a reality. They don’t command with authority but strongly influence and fairly negotiate. Leaders understand that it’s not about who has the most power but about who has the best influence on employees to attain results. They don’t demand employees to do something because of hierarchy or authority but will instead use this subtle quality to build relationships, find a win-win, and align priorities that ultimately lead to competed projects and delivered results.

Accountability leadership skill

  • Communication. Communication Training is standard in every leadership development program. But questions are how effective and up-to-date is it? Communication skill is not something that leaders can learn through just reading, listening to a presentation, or watching a video about it. As a leader, you are communicating at all hours of the day through emails, videoconferencing, text messages, phone calls, large presentations, and one-on-one conversations. Communication skills maybe not a new skill to leadership development. Still, it is one that requires to be optimized to be entirely useful and relevant leaders of today and beyond.


A fresh approach to training and development can close the gap between the desire of first-class leadership and the reality of failed leadership programs. Consider the needs of leaders and company-specific challenges and ask for input from current successful leaders to design a leadership development program that’s successful in the eyes of everyone involved.

Personal Growth

How Leaders Can Teach a Culture of Personal Growth

Leaders make an impact in their companies but it’s not always understood how that impact manifests in the everyday grind of business. As a consultant, I have been working with leaders from several companies over the past years both small and large ones. I have seen firsthand how the CEO’s behavior and mindset create the model for a particular kind of behavior in surrounding teams. And what I’ve discovered between those years is that the most real and most lasting impact of leaders is cultural.

Leadership certainly affects the culture in an organization, even when that influence is subconscious. That impact can quickly become negative unless a leader reflects on their development. If the personal culture of a CEO is at odds with the culture of the organization, the whole motion of a company can stall. A Harvard Business School research that looks into CEOs in six countries found that misalignment of a CEO can have detrimental effects on the health and performance of the organization.

Preventing such things doesn’t just involve the effectiveness of a leader. It’s as much about your ability to show personal growth. The result of a conscientious personal journey is an excellent leadership

The Issue of Personal Growth as a Leader

When starting in a career or with a company, it’s easy to feel fulfilled. The excitement of new possibilities and being submerged into a working environment with insightful peers and colleagues make you feel invigorating. You can get the feeling that personal growth is continuously happening.

As you get promoted once, twice, maybe three times on the professional ladder, you’ll usually experience a lonelier playing field. You have to find someone outside your organization for peers who understand your everyday challenges, and most of them are actually competitors. Furthermore, Western culture perpetuated the myth of the “hero” executive to the point that you’re expected to suffer silently to be an effective CEO. As a result, you can feel very uncomfortable sharing personal growth with others. Maybe you’re afraid to be seen as weak, failure or less than infallible. While it’s understandable, it’s also unsustainable.

Personal Growth Mindset
Ignoring or hiding personal growth can destruct you and the company at large as you’ll miss an opportunity to connect with your employees. In fact, many Americans working at midsize to enterprise-size businesses don’t know the names of their CEOs.

How to Embrace a Companywide Personal Growth Mindset?

  • Make talking about personal growth safe. We, as leaders, have areas we’re actively working on. It’s happening, and we all know. However, we usually don’t talk about it and it’s not apparent why. Start opening up about your journey to help your employees think more openly and honestly about theirs. By doing it, you’ll provide employees a license to talk about their journeys. It works because as a company leader, you have a degree of authority and credibility. If you strive to drive growth, providing a behavioral pattern for others to emulate is a must.


  • Master the art of personal storytelling. If you are telling a story about your personal growth, do it in a way that promotes empathy and understanding. You can encourage deeper interactions if you use a personal narrative. You need to make it real, and you’re as real as it gets. However, it doesn’t mean your story has to be like a heroic tale. Grapple with both negativity and positivity. Talk about the challenge and the journey to overcome. The most critical factor is vulnerability to get a balance of sympathy and hopes that inspire employees in their struggles.


  • Find a great coach. As a leader, you are considered as a coach in the company, so it is challenging to find models for personal growth. This is where external mentors come in to provide guidance. Many successful CEOs already depend on great coaches. A trusted and unbiased third party can offer a crucial perspective during your personal growth journey.

Leaders’ actions drive organizational culture. However, you should learn to take notice of your personal growth story to shape your influence as a leader into a force for good. A cogent CEO isn’t fearlessness or infallibility but the opposite. An effective leader is not infallibility or fearlessness; in fact, it just the opposite. Be vulnerable and you’ll be amazed to know those around you open their hearts and minds to your vision.