Written by Andrea Bruneau
In today’s fast-paced work environment, learning and development efforts are often focused on technical skills and immediate job functions, leaving basic leadership skills largely overlooked. This gap has significant implications not just for individual careers, but also for the overall success of businesses.
Middle managers and new leaders, in particular, are neglected in professional development. They are often promoted for excelling in their frontline roles, rather than for the competencies that make successful leaders. Training then consists of shadowing other leaders to learn systems and daily tasks - a mere passing down of habits, regardless of their efficacy. Yet, these leaders are inevitably expected to support change initiatives, manage performance issues, and mitigate conflict—requiring soft skills they were neither hired or trained for. This is where leadership development can make a significant impact.
Further, core leadership skills benefit all employees whether their career trajectory is aimed at formal leadership or they remain individual contributors. Understanding how leaders think, leading oneself, and influencing others are essential skills for navigating and thriving in the workplace. It’s not just about the technical know-how; it’s about understanding what leaders value, how decisions are made, and how to contribute effectively within those frameworks.
So what can your organization do to more effectively unlock the leadership potential in your workforce?
First, you need to know what core leadership skills to be looking for and developing in your workforce.
Identify emerging leaders by those core skills, rather than how effectively they perform the frontline work duties.
Provide education and mentoring for your emerging leaders to provide effective support of the role they are being asked to play in your organization’s culture and business operations.
Identify Core Leadership Skills:
Emotional Intelligence (EQ): Understanding and managing emotions is key to effective leadership and teamwork. Leaders use EQ to build strong relationships and navigate complex situations, while employees apply it to foster a positive work environment and collaborate effectively.
Performance Management: This involves setting clear expectations, providing feedback, and conducting fair assessments to enhance performance. Leaders ensure alignment with organizational goals, and employees use it to continuously improve and contribute to team success.
Change Management: The ability to guide teams through transitions is crucial in a fast-paced environment. Leaders communicate clearly and motivate their teams during changes, while employees embrace adaptability to support smooth transitions and drive innovation.
Managing Conflict: Addressing workplace conflicts proactively and constructively is essential. Leaders resolve conflicts by facilitating open communication, and employees contribute by engaging in respectful dialogue and finding collaborative solutions.
Collaboration and Team Building: Fostering teamwork and an inclusive culture enhances organizational performance. Leaders create environments where all voices are heard, and employees collaborate effectively, leveraging diverse strengths to achieve common goals.
Identify Emerging Leaders:
Rather than promote the front line workers who are the best at completing their job tasks, look for individuals who demonstrate emerging leadership characteristics and behaviors, such as:
Observes and responds thoughtfully to the emotions of others.
Manages stress effectively without letting it impact interactions or decisions.
Volunteers to integrate new team members and fosters a sense of belonging.
Shows flexibility and a positive attitude toward change, helping others adapt.
Takes initiative in setting clear goals and expectations for tasks or projects.
Actively seeks out and receives feedback with humility and curiosity.
Encourages open dialogue to address underlying issues before they escalate.
Maintains calm when dealing with tense situations, finding win-win solutions.
Promoting the right people is a strategy that can be implemented regardless of your organization's learning and development resources.
Educate and Mentor:
Emerging leaders need to be supported in developing their core leadership skills that will increase the scope of their positive influence.
Provide specific programs focused on key leadership skills.
Pair emerging leaders with seasoned mentors who can offer guidance.
Offer small leadership roles or lead projects to apply their skills in real-world scenarios.
Establish a system for continuous feedback from peers and supervisors to refine skills.
Assign them to cross-functional teams to build broader organizational awareness.
By investing in leadership development at all levels, companies can ensure that employees not only advance in their careers but also become more effective in their current roles. Employees feel more equipped and valued, and businesses see better performance, collaboration, and overall results. It’s time to rethink how we prioritize leadership training and recognize its importance for every employee, regardless of their position on the ladder.
The DMC Workforce Success Team has more than 20 years combined experience and provides sustainable solutions to the complex social issues that affect large, medium or small businesses. Building authentic relationships is at the heart of DMC’s work, developing trust and honesty with employees to get to the root of issues and include them in the design of solutions.