Short-term uncertainty is typical and may be beneficial by pushing us into the learning zone. Persistent uncertainty is distinct. It can change how you live, lead, and learn.
As uncertainty pervades our lives and work, leaders must rethink their leadership development strategy. The author, Camille Preston, suggests three strategies to rethink leadership development and how you promote it on your teams.
- Rethink what it means to be a “Great Leader.”: Some leaders have ceased to be courageous, while others have come out about their mental health issues. Many leaders have begun publicly confess that they don’t have all solutions and embrace ambiguity. Many executives have adopted a more collaborative approach to assist their organisations in remaining flexible and innovative. It’s time to rethink what great leadership looks like and, more importantly, how to foster it on your team in the years ahead.
- Reconsider the selection criteria for high-potential employees: As leadership skills evolve, identifying and training future leaders must significantly change. Redefining leadership excellence may also give your organisation a chance to reassess who it recruits and why resulting in a more varied leadership talent pipeline.
- Develop your leadership skills across all you do: The most creative leaders and organisations incorporate leadership development into everything they do. They’re creating peer groups where employees can try new abilities and discuss ideas. They are also exploring ways to leverage leadership development efforts to replace what we lost when work moved online, such as lunchroom talks and after-work gatherings. It is clear that leadership development must adapt when teams are distributed across physical locations.
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