Closing the leadership gap.
You’ve likely heard the adage that people leave managers, not organizations. This continues to be as true today, as it was 20 years ago. Most often this is true because people are moved into leadership positions because of their technical aptitude rather than their leadership ability but they don’t necessarily have the tools or emotional intelligence (EQ) to properly lead.
While many employees are provided with some leadership development, it is often ‘one and done training that is based on textbooks rather than practice, and therefore it does not permeate the person at their core leadership self.
However, as complexity, change and disruption continue at a fast pace, it is becoming more and more evident that the leaders of yesterday are not necessarily the leaders we will need (or want) tomorrow. To lead our complex organizations, we need leaders who are self-reflective, agile and strategic, and with these qualities in mind, there is no “one-size-fits-all” approach to leadership development.
Deloitte defines leadership as a function of who you are, what you can do, and how you do it. Three things that point to leaders as individuals rather than an ideal leadership model. Deloitte also states that “the leadership attributes and capabilities needed are scarce and require significant time and investment to develop”[1].
Hence, the importance of providing future leaders with the tools and practice they require to define who they are, and who they want to be as a leader. Investing in experiential, practice-based leadership development will ensure that your future leaders have the emotional intelligence and courage to complement their technical abilities so that they are fully capable of leading your organization to greatness.
According to Marcus Buckingham in his book, First, Break All the Rules: What the World’s Greatest Managers Do Differently, “Talent is the multiplier. The more energy and attention you invest in it, the greater the yield. The time you spend with your best is, quite simply, your most productive time.”
This is why Satori Consulting Inc. developed a Future Leaders Program, which provides leadership training to staff who are newer to management roles or, who are on the cusp of moving into their first managerial position. The unique module-based program takes participants through a journey that begins with a personal introspective, which allows them to define who they want to be as a leader.
The journey continues by locking in learning along the way with personal executive coaching and providing the necessary tools that will ensure that they grow into thoughtful and effective leaders.
Satori Consulting’s Future Leaders Program
Satori Consulting offers many professional development programs that address many leadership needs, however, our experiential Future Leaders Program has been tailored to specifically address the learning needs and styles of our future leader population.
Delivered either in person or using a virtual platform, the program is broken into four overarching themes delivered through multiple modules. The four themes are:
- My Authentic Leadership Self
- Trust and Influence
- Accountability & Expanding Comfort Zones
- Strategic Thinking
The program begins by looking at one’s self. Exploring how individuals define their personal brand and their unique strengths and gifts provides experiential learning that allows them to build on their strengths and stretch into areas that are less comfortable but necessary to be a well-rounded leader.
Powered by Everything DiSC Agile EQ™, participants will challenge their natural style, learn to navigate different situations, and learn to be flexible in any situation.
The program builds on previous modules and moves participants towards developing their core leadership skills. Here participants work on teamwork, building trust, and being resilient leaders.
Next participants progress to more in-depth, tougher topics. Since all leaders will undoubtedly have to deal with conflict, this section focuses on self-confidence and expanding their comfort zones.
Good leaders need to know how to assert themselves and step in to help problem-solve while not taking ownership of the problem. Learning the difference between managing and coaching supports this leadership skill.
Lastly, the program brings focuses on thinking strategically. Testing one’s ability to be a divergent thinker and see the big picture. The program is truly experiential with all participants learning new skills, trying new things, and working with an executive coach to explore their learning in an effort to lock in their new leadership skills.
Boost Your Leadership Readiness, Boost Your Engagement
With approximately 50 percent of employee engagement scores tied to an employee’s relationships with their manager[2], and high employee engagement leading to lower turnover, it makes good financial sense to focus on developing the leadership skills of your future leaders.
However, it is not just financial. Future leaders will feel seen, cared for, and invested in, thereby creating strong brand ambassadors for your organization. Building resilient, high EQ leaders will reduce turnover and, ultimately will drive results.
Find Out More
Whether you want to focus on your internal future leader group or want your future leaders to learn with a cohort of other like-minded individuals, the program is exceptional. Don’t wait for next year, or five years from now, start developing your future leaders today. Contact Satori Consulting today to start your leadership training. Make change happen, today!
[1] https://www2.deloitte.com/us/en/insights/focus/behavioral-economics/gaming-away-leadership-gap-developing-leaders.html
[2] Kelly Monahan, “What do values have to do with it? An exploration into the moderating impact of work values on the relationship between leader-member exchange and job satisfaction,” Academy of Strategic Management Journal 12, no. 1 (2013).
