How to Develop Leaders: Expert Advice

Contents:

• Give leaders freedom of choice
• Treat leaders like clients
• Help integrate training into work
• Choose appropriate formats
• Adjust the program in a timely manner
• Organize support
• Managers should be taught the skills of empathy and... reading
• Why not everyone needs to be taught and how not to discourage the desire to learn

Training and training executives is a complex task. Executives often have busy schedules and cannot find time for standard courses. In such conditions, it is necessary to find flexible and effective training approaches to ensure the development of leadership skills and management competencies. Using online courses, individual trainings, and coaching can be an excellent solution for organizing the training process. It is important to adapt programs to the specific needs and schedules of executives to make the training truly effective and useful.

We have collected key recommendations from experts on training leaders, especially in challenging times for a company, and on their development. It is important to focus on creating a program that supports leadership qualities, promotes adaptation to change, and builds resilience. Effective training should include practical skills, emotional intelligence, and strategic thinking. Supportive mentors and creating a safe environment to discuss challenges also play a key role in the development of future leaders. Don't forget about regular feedback and evaluation of results to ensure continuous improvement and adaptation of the training program to the current needs of the company.

• from Elena Tikhomirova, CEO of the eLearning center and author of the Live Learning channel (based on her presentation on the topic "How to grow a leader: teaching leadership skills" at HR support conf);
• from Lilia Bikbova, partner and communications trainer at Esprezo (following her report on the topic "How to support managers in 2022. What skills and training formats will help to cope with the workload" at the Employee Centered L&D Meetup, organized by experts from LLLab, Esprezo, Pobudilnik, Ikra Group and School of Education).

They provided explanations.

• why managers need freedom of choice and a support group;
• why superficial teaching won't work and what training formats will work best of all;
• what qualities should leaders develop;
• how to understand whom exactly to train, and not discourage potential leaders from learning.

Give leaders freedom of choice

Forcing training on a leader is an ineffective and useless approach, says Elena Tikhomirova. It is important for a leader to demonstrate autonomy and independently choose areas for their professional development. A leader should be able to decide for themselves when and in what areas they need to develop in order to achieve maximum results in their work. Effective development of management skills depends on internal motivation and understanding of one's own needs, which, in turn, contributes to the successful management of a team and the company as a whole.

In crisis situations, this principle becomes especially important. Lilia Bikbova emphasizes that during critical moments or under high workload, managers should not be pressed to take mandatory courses. This can lead to additional stress and reduce performance, so it's important to consider the team's real needs and state during such periods.

Don't rush into interfering with other people's affairs. Perhaps, over time, they will resolve their own issues and come to the realization that they are ready for change. If you try to force someone to take action, they will likely resist. The expert emphasizes the importance of support and patience in such situations. Give people the opportunity to understand their desires and take steps toward change at their own pace.

How to motivate managers to learn? This issue requires a careful approach. The second piece of advice is to create an environment conducive to learning. It's important to show managers how new knowledge and skills can directly impact their performance and the company's development. Emphasize the importance of continuous learning to achieve career goals and improve competitiveness. Use examples of successful leaders who have invested in their education and demonstrate how this has led to positive results. Create training programs that align with the interests and needs of executives so they see real value in the learning process.

Treat executives like customers

Executives should be approached in the same way as potential customers, offering them training that demonstrates its real value and effectiveness. This will make the choice conscious and voluntary, rather than forced, which in turn will positively impact the bottom line, notes Lilia Bikbova. By approaching training with an emphasis on its benefits, you can significantly increase the interest and motivation of executives, which will ultimately lead to improved company performance.

Useful training is aimed at solving pressing problems arising in the present time. In an unstable environment, topics that may be useful in the future prove less effective. As Lilia Bikbova notes, "the planning horizon is becoming very short, and it is important to focus on helping to solve current challenges." Effective educational programs must be adapted to changing conditions and requirements to ensure maximum relevance and practical benefit for participants.

The expert recommends conducting research to determine:

• what is currently important to managers in the company;
• what problems or difficulties managers are currently experiencing. If training helps solve their problems, they will be truly grateful for it.

Once employee pain points have been identified, it is important to convey the value of training in language that managers can understand. This will help emphasize the importance of advanced training and professional growth, and also demonstrate how training can solve existing problems and improve overall team productivity. Effective communication about the benefits of training not only improves employee skills but also strengthens the company's position in the market.

Help integrate training into work

Achieving high results in training requires time and resources. Without them, even the strongest motivation will not produce the desired results. Lilia Bikbova emphasizes the importance of managers setting aside specific time for the training process and establishing a clear rhythm. This includes identifying stages for studying theory, practical classes, and correction meetings. Creating a structured approach to training allows for the efficient use of time and resources, which ultimately leads to improved results.

Optimally organize support for this process.

Don't expect managers and students to remember everything. They have many tasks on their minds, and they may forget important points. It is recommended to use reminders and independently inform about upcoming deadlines: "You have this in a week." Regular information will help avoid forgetfulness, especially in conditions of constant time pressure and lack of concentration.

Leaders need support from mentors and supervisors to effectively organize the learning process.

Effective service and a high level of care are essential for business success. However, according to the expert, this should not degenerate into overprotection. Excessive attention to managers can lead to their dependence and "infantilization," which will negatively impact the company's development. Strive for a healthy balance that supports your employees' initiative and independence.

Also read about important aspects related to your topic. Pay attention to key points that can improve your understanding and perception of information. Learn more about the most pressing issues related to this area and get useful tips for practical application. Your attention to detail will help you gain a deeper understanding of the issues under consideration and draw informed conclusions.

Leader development at Gazprom Neft is carried out without interruption to core operations. This helps maintain employee productivity while simultaneously enhancing their management skills. The leadership development program utilizes modern training methods, including coaching, mentoring, and practical training integrated into work processes.

This approach ensures flexibility and adaptability of training, allowing employees to apply acquired knowledge immediately after mastering it. As a result, Gazprom Neft is building a strong leadership team capable of effectively addressing current challenges and leading the company to new achievements.

The Gazprom Neft case demonstrates how innovative leadership development methods can create a sustainable corporate culture focused on continuous improvement and development.

Choose the Right Formats

In executive training, the most effective format is one that includes discussions and interaction, says Elena Tikhomirova. This approach promotes a deep understanding of the material and allows participants to exchange experiences, which in turn improves the quality of training and promotes the development of essential management skills.

A manager is obliged to transfer their knowledge and skills to the team. It is important that training includes the development of argumentation, discussion, and effective information transfer skills. This will help employees better absorb the material and apply it in practice.

The speaker emphasizes the importance of business games and simulations as training methods, but considers peer-to-peer knowledge exchange to be the best format. This approach allows managers to learn from each other, which contributes to more effective learning. This process is not saturated with theoretical information, but focuses on interaction and the exchange of practical experience, which makes it more relevant and useful for participants.

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Building a peer-to-peer training system in a company is an important step towards improving work efficiency and employee development. Peer-to-peer learning allows employees to share knowledge and experience, which contributes to the creation of a more cohesive and productive team.

To successfully implement peer-to-peer learning, you need to define the goals and objectives you want to achieve. This could include upskilling employees, improving teamwork, or implementing new technologies. It is important to create an open atmosphere where employees are willing to share their knowledge and learn from each other.

It is recommended to organize regular meetings where employees can discuss current topics, share experiences, and conduct training sessions. You can also use internal knowledge-sharing platforms where employees can post materials, articles, and video tutorials.

Furthermore, it is worth encouraging employee active participation in the learning process by providing opportunities for career growth and skill development. This will not only increase motivation but also strengthen the corporate culture.

Implementing peer-to-peer training takes time and effort, but ultimately it will lead to a more competent and cohesive team, which will undoubtedly have a positive impact on the company's overall results.

The choice of training format plays a key role in achieving effective results. The program must be deep and meaningful. Simplified materials, such as flashcards and stories, are unable to provide the necessary level of analysis and conclusions. They do not stimulate the emergence of new ideas and thoughts, which are critical for successful learning, notes Elena Tikhomirova.

Brief training can create a false sense of confidence and understanding. The student thinks everything is clear and simple and begins to act. However, such actions often occur without the necessary depth of analysis and reflection. As a result, decisions made may be unconscious and ineffective. This can have serious consequences, which underscores the importance of thorough and in-depth study of the topic before making any decisions.

Experts believe that practice and the study of real-world cases are essential for successful management training. During a crisis, analyzing market conditions and implementing new, effective work algorithms are especially relevant. This approach allows managers to adapt to changes more quickly and make informed decisions.

Lilia Bikbova emphasizes the importance of valuing managers' time. It is recommended to offer theoretical study at a time convenient for them, while face-to-face meetings should be devoted to practical exercises, training, communication, and receiving feedback from experts. This approach maximizes the use of time and effort by focusing on practical aspects and interaction, which contributes to the development of skills and competence of managers.

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Managers are more likely to prefer working offline than other employees. This is due to the need to make strategic decisions, manage a team, and focus on important tasks without distractions. Working offline allows for a more productive atmosphere and improved communication within the team. While other employees may prefer the flexibility of remote work, leaders understand the importance of in-person interaction for effective management and achieving shared company goals.

Adjust the program on a timely basis

Corporate universities and knowledge bases often accumulate a large number of courses and materials. Regularly updating these resources is a necessary process that helps avoid unnecessary obstacles for managers. Lilia Bikbova emphasizes the importance of this practice to save time and effort spent on employee training and development. Updating content also helps keep information current and improves the effectiveness of training, which in turn contributes to the growth and development of the company.

Third-party programs should be approached in a similar manner, the expert says. For example, large-scale annual programs can be adapted quarterly, taking into account current demands and market trends. This approach helps optimize processes and improve the efficiency of resource use.

Ensure a regular rhythm of adjustments. After completing a training unit, it's important to analyze what worked and what didn't and determine next steps. Without such an assessment, the acquired knowledge may become outdated and therefore ineffective. The speaker emphasizes the importance of this practice to maintain the relevance and usefulness of information.

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Creating a corporate course under a tight deadline requires a clear plan and effective methods. First, assess the amount of information you need to present. Identify key topics and course objectives to focus on the most important content.

Use ready-made templates and tools to quickly create materials. This will save time on design and structure. Engage a team of experts to quickly gather and format the necessary materials. Discussions and collaboration will help speed up the process and improve the quality of the content.

Don't forget to test the course before launch. Even under time pressure, this will ensure its effectiveness and user-friendliness. Incorporate participant feedback to improve the course based on their experience. This way, you can create a high-quality corporate course even under tight deadlines.

Organize Support

Lilia noted that managers often need support. Ideally, it is worth creating a small community where employees at the same level can exchange experiences, discuss emerging problems, and share questions. Such a space will strengthen mutual support and improve the effectiveness of managers.

Elena Tikhomirova emphasizes the importance of regular motivational support for managers. They observe the successes of their team and the results of organized processes, but often doubt their role in these achievements. Support and recognition of their contribution can significantly increase the confidence of leaders and improve the atmosphere in the team. Therefore, it is important not only to celebrate the successes of the team, but also to provide managers with the necessary support so that they understand their significance in the overall process.

Recognizing your own achievements is an important aspect of personal and professional growth. This is necessary for maintaining self-confidence and motivation. Failure to recognize and embrace your successes can lead to decreased effectiveness and the loss of leadership positions. Experts emphasize the importance of regularly celebrating your accomplishments to not only strengthen your leadership skills but also inspire your team. Without this, engagement and development can begin to wane.

Immersing yourself in the world of quality content is an essential part of successful SEO. Optimized text not only helps attract users but also improves website visibility in search engines. It's important to use relevant keywords to ensure better rankings. Furthermore, the text structure should be logical and readable, which helps retain audiences. Use subheadings, lists, and short paragraphs to improve information comprehension. Regularly updating content also plays a significant role in maintaining relevance and reader interest. By following these guidelines, you can create text that is not only informative but also attractive to search engines. Creating a learning environment within a company is a key aspect of successful business development. In this article, we'll look at three examples of effective strategies and offer some tips for organizing a learning environment. The first case concerns the implementation of mentoring programs. In such programs, experienced employees help newcomers adapt and develop necessary skills. This not only improves the quality of training but also fosters strong team bonds.

The second example is organizing regular training sessions and seminars. Conducting training events, both internally and with external experts, allows employees to update their knowledge and master new technologies. This approach creates a culture of continuous learning and development.

The third example involves using online courses and educational platforms. Providing access to modern resources allows employees to learn at their own pace. This is especially relevant in a rapidly changing market, where staying abreast of current trends is crucial.

In addition to the examples given, it is important to establish support for employee training initiatives within the company. Regular feedback and recognition of learning successes will help motivate your team and strengthen their desire to develop.

Implementing these strategies will help create an environment in your company that promotes learning and development, which in turn will positively impact overall performance.

Managers should be taught the skills of empathy and... reading

Elena presented a formula that focuses on the development and training of managers: people, processes, and efficiency. An effective leader not only knows how to establish communication with people and show empathy, but is also able to build and analyze work processes. An important aspect of their work is a constant focus on improving the efficiency of both interactions with employees and process optimization. This approach allows you to build a productive team and achieve high results.

Leadership, according to the speaker, is based on two key elements: emotional intelligence and critical thinking. Empathy plays a vital role in management, as it allows a leader to sense the team's atmosphere and consider the opinions and emotions of others. Critical thinking, in turn, helps maintain objectivity, make informed decisions, and recognize one's own mistakes. These two aspects create the image of a balanced leader, capable of effectively managing a team and achieving goals.

A lack of balance leads to two extremes: either we focus exclusively on people, which can lead to impractical decisions, or we make purely rational decisions without considering the emotional state of those involved. This imbalance can negatively impact results and the team atmosphere. It is important to find a middle ground where rationality is balanced with consideration of human factors.

Lilia Bikbova also shares similar views. She believes that a leader has three key tools: "people, brain, and mouth." Therefore, it is important to develop the appropriate skills that will help effectively manage a team, make informed decisions, and conduct constructive dialogue. Developing these skills not only contributes to the personal growth of a leader, but also increases the overall productivity of an organization.

• Communication skills, that is, the same empathy - the ability to hear and understand another person's position, negotiate, explain.
• Resourcefulness - simply put, flexibility and resilience to support the team.
• Teamwork - the ability to solve problems together and move towards a goal. Moreover, these skills are needed for working not only with subordinates, but also with colleagues at the same job level, that is, with the same managers.

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Teaching young employees team skills is an important aspect of their professional development. An effective team can significantly increase productivity and create a healthy work environment. To achieve this, it's important to focus on several key aspects.

First and foremost, it's important to create a culture of collaboration within the company. This can be achieved by encouraging open communication and the exchange of ideas among employees. Regular team meetings and joint projects will help younger employees better understand the value of teamwork.

Furthermore, training sessions and workshops aimed at developing team skills should be organized. Such activities may include role-playing, conflict resolution, and effective collaboration techniques. This will help young professionals develop the skills necessary to work successfully in a team.

Mentoring also plays an important role in teaching team skills. Experienced employees can share their knowledge and experience, helping newcomers adapt and develop within the team. Establishing mentoring relationships helps strengthen team spirit and maintain an atmosphere of trust.

Creating opportunities for informal communication is equally important. Corporate events, team building activities, and joint outings help strengthen bonds between employees and develop their social skills. This, in turn, promotes better collaboration in the work process.

Implementing regular feedback is also a key element of team skills training. Assessing employee performance and discussing their achievements will help identify areas for improvement and provide opportunities for further growth.

Therefore, teaching young employees team skills requires a comprehensive approach that includes creating a culture of collaboration, organizing training, mentoring, informal communication, and regular feedback. These measures will help young professionals successfully adapt to the team and make a significant contribution to the overall success of the company.

Elena Tikhomirova identifies a number of less obvious, but important skills worth developing in leaders. These skills can significantly improve the effectiveness of management and team interaction. Developing emotional intelligence, flexible thinking, and active listening skills helps leaders better understand the needs of their team and make more informed decisions. Furthermore, the ability to adapt to change and find creative solutions in complex situations is key to successful leadership. It's also important to develop delegation and motivation skills to create a productive and inspiring work environment.

• Reading. Of course, we're talking about reading for business—a leader must be able to select the necessary information, develop through books, and use them as a source of ideas for business development.
• Working with tasks. That is, analyzing and prioritizing.
• Delegation. "A leader overwhelmed with work is a bad leader, because they don't see people, they don't see tasks, they can't analyze anything, they can't do anything effectively," Elena emphasizes.
• Change management and quality control. Any innovation in a company entails many consequences that the leader will have to deal with. So, if these skills aren't developed, there's a high risk of inefficiency and mistakes.

Why you shouldn't train everyone and how to avoid discouraging learning

Many companies prioritize developing leaders from among their employees, purposefully cultivating leadership qualities. However, not everyone with these qualities is suited for leadership positions, and not everyone aspires to such a role. Therefore, it's important to correctly identify the potential of future leaders before beginning their training and development, emphasizes Elena Tikhomirova. This will allow the company's resources to be used effectively and a strong management team capable of achieving its goals will be created.

Important qualities to consider when choosing a future leader include several key aspects. First, it's the ability to think strategically, enabling effective planning and informed decision-making. Second, strong communication skills are essential, as they contribute to a productive team atmosphere. A third key quality is the ability to motivate and inspire employees, which directly impacts their productivity and engagement. Finally, a leader must be flexible and adaptable to change, which will help them successfully navigate challenges and new business trends. These qualities will help you choose a competent and effective leader capable of leading a team to success.

• A desire to lead. Not everyone is prepared to manage others, delegate tasks, and develop relationships with colleagues.
• Ability to take responsibility and an understanding that this isn't easy. Living with this understanding isn't easy, and not everyone can handle the psychological pressure.
• Basic respect for others. If a leader places themselves above others and is unable to demonstrate sensitivity and empathy, this will inevitably lead to conflicts, and therefore predictable problems.
• Understanding management models. It is important for those in leadership positions to understand the value of such models. After all, there are those who completely reject the experience of others—and when a person simply refuses to adopt practices honed over years, it is a dangerous situation.
• Self-confidence. It might seem obvious, but it is critical for successful and high-quality task delegation. However, teaching confidence in the work process or through internal training is extremely difficult. "It's more about visiting a psychologist or a coach," the expert believes.
• Potential for flexibility and adaptability. Although one can try to predict whether a person will be able to quickly adapt and stay afloat in a critical situation, doing so is not so easy. Therefore, one can look for potential rather than actual qualities, but for an effective leader they are essential.
• Self-organization. "If a person cannot organize himself, he will never be able to organize everyone else; it is simply impossible," the speaker emphasizes.
• Self-development. Only those who are constantly learning and developing can convey the idea of ​​learning to others. Without such a desire, nothing good will come of management.

A true leader must strive for constant self-development, and this development must be initiated by him or her. If we choose a leader and force them to develop, then there is a problem. A high-quality leader is one who recognizes the need for their own growth and actively works on themselves. Elena emphasizes the importance of personal initiative in the process of becoming an effective leader.

Some of the listed qualities can and should indeed be developed, but not all of them are changeable. If a potential leader lacks these qualities by nature, then spending time on their development may be inappropriate. It is important to understand that the presence of certain inclinations plays a key role in successful management and leadership.

To successfully develop strong leaders in a company, it is important not only to select them correctly, but also to ensure their motivation, emphasizes Elena Tikhomirova. The process of appointing leaders must be transparent and fair. Otherwise, employees lose the desire to develop. She notes that the most negative effect is a situation when several candidates are selected from a group for the talent pool for leadership positions, they are trained, but in the end, an outsider is appointed to the position. After several such cases, promising employees lose interest in training and development. This complicates the search and preparation of high-quality leaders in the future.

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