Eight Steps to Leadership Skill Development

Here, we want to explore how leadership skills can be developed:

Know what the goal looks like.1

There are hundreds of books on the market, all claiming to reveal the secrets of great leadership or management. All of these can seem intimidating, confusing, and sometimes contradictory. So, what should an inspiring leader do? That’s why, as an expert and specialist (someone responsible for leadership development in an organization), it’s very important to clearly define the key leadership competencies needed for current and future business success (the series "Manager as Coach" will help you gain fresh perspectives in this area).
There are many research-based models to choose from, so there’s no need to start from scratch. I have found that it’s best to first understand your company’s leadership strategy and requirements, build a preliminary competency model, and then ask the CEO, senior executives, and other stakeholders to validate it.
If you are an inspiring leader without a company model, it’s better to observe successful leaders in your company. Talk to them, ask how they succeeded, and then supplement your knowledge with good books.

2. Be aware of how far you are from your goal – ask for feedback.

If you have access to a 360-degree assessment, this tool is excellent for gathering confidential feedback about your leadership skills. It’s best if the assessment is based on your company’s leadership model. You can also request ongoing feedback from trusted colleagues.
If there is a specific skill you want to improve, like listening, you can ask your manager or a coach to observe you and provide feedback on that skill.
While feedback is one of the most powerful personal and professional development resources, it is unfortunately often ignored. Firstly, managers usually aren’t very skilled at giving feedback. In fact, many people don’t feel comfortable giving feedback. This, combined with our natural emotional reaction to feedback (fight or flight), means we often receive little useful feedback. The higher your rank in the organization, the worse the situation gets (this is called the “loneliness at the top” syndrome).

3. Have a reason and motivation to develop.

If someone doesn’t want it, progress will be impossible. Intrinsic motivation is a driving force—this is usually not a problem for successful and ambitious people— for them, enhancing leadership skills is the key to success. For others, becoming a great leader is a calling and part of a purpose-driven life.

4. Be precise and clear.

I’ve seen many development plans that say things like “improve leadership skills” or “become a good leader.” These are well-intended but if real development is the goal, they are worthless. You must dig deeper and specify the skills and behaviors that, if improved, will have a significant impact on your effectiveness as a leader. Along with identifying strengths, it’s also important to identify areas for improvement.

5. Prepare a plan and write it down.

Research is clear: people who set goals are more successful than those who don’t. Even better if these goals are specific, clear, and written down. Prepare your own Individual Development Plan (IDP). Do it. You deserve it.

6. Use every learning method available to meet your needs.

For major needs, changing roles might be the best (and most powerful) way to develop. On the other hand, pursue projects that help you improve the skills you need. For example, if you want to become a better listener, start projects where you are not the subject matter expert, so you can practice listening to others.
Learn from others (experts, mentors, and coaches), attend courses, and read books. Whatever you do, make sure you challenge yourself. If you have a strong development plan, even thinking about it can be intimidating. You need to take risks. This is the “passion for development” that drives the most impactful behavioral changes.

7. Create coherence and meaning among all these steps.

Reflect on what you have done, what you have read, and what you have learned. What lessons did you take away? What should be added to this stable foundation? What should be discarded? What did you learn about yourself? I recommend having a trusted coach or mentor to support you during these reflections.

8. Finally, cultivate a sense of “learning agility.”

Recent research shows that agility and continuous learning are the most important indicators of leadership success. Be curious, welcome new experiences, try new things, and take pride in facing the new and unknown. So, learn the skill of learning and enjoy the journey!