Tag: Leadership Development

The Best Assertiveness Coaches To Transform The Way You Interact

The Best Assertiveness Coaches To Transform The Way You Interact

Effective communication is paramount in the dynamic world of business and leadership. Yet, finding the balance between being passive and aggressive can be challenging. Assertiveness offers a powerful middle ground, enabling you to communicate their needs, set boundaries, and drive positive outcomes confidently and respectfully. In this blog, we take you through assertiveness coaching and spotlight some remarkable coaches who empower individuals to develop assertiveness skills. From renowned authors to experienced practitioners, these coaches offer tailored guidance and practical techniques to help entrepreneurs and leaders like you assert themselves confidently in both personal and professional spheres.
Table of Contents

Understanding Assertiveness

Assertiveness is a fundamental skill for entrepreneurs and leaders. It enables you to communicate effectively, set boundaries, and confidently navigate challenging situations. Unlike aggression, which involves imposing one’s will on others, or passivity, which involves avoiding conflict and yielding to others’ demands, assertiveness strikes a balance between standing up for one’s rights and respecting others’ rights. Understanding the importance of assertiveness involves recognizing its role in fostering healthy relationships, promoting collaboration, and enhancing leadership effectiveness. Assertive individuals can better express their needs, opinions, and preferences clearly and respectfully, leading to improved communication, problem-solving, and decision-making in both personal and professional contexts. By developing assertiveness skills, you can create a culture of open communication, mutual respect, and accountability within their organizations, leading to greater trust, engagement, and performance among team members.
Read more: The difference between assertiveness and aggressiveness!
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Benefits of Assertiveness Coaching

Assertiveness coaching offers numerous benefits for managers seeking to enhance their assertiveness skills and leadership effectiveness. One primary advantage is the opportunity for personalized guidance and support. Coaches work closely with you to assess their assertive communication styles, identify areas for improvement, and develop strategies for assertive behavior. Additionally, assertiveness coaching can help new managers overcome common barriers to assertiveness, such as fear of conflict, lack of self-confidence, or difficulty setting boundaries. Coaches provide practical techniques and exercises to help clients build confidence, assertive communication skills, and resilience in facing challenges. Through the coaching process, entrepreneurs and leaders can better understand their communication patterns and interpersonal dynamics. This enables them to navigate difficult conversations, negotiate effectively, and lead authentically and honestly.

Top Assertiveness Coaches

Now, let’s delve into the profiles of the top 10 assertiveness coaches who have earned recognition for their expertise and impact in assertiveness coaching. Each of these coaches brings a unique blend of experience, insights, and methodologies to help you develop assertive communication skills, strengthen relationships, and drive positive change. From renowned authors and speakers to experienced consultants and trainers, these coaches have distinguished themselves through their commitment to excellence and ability to inspire transformational change in their clients’ assertiveness and leadership capabilities.

Amy Morin

Amy Morin is a licensed clinical social worker, psychotherapist, and bestselling author known for her expertise in mental strength and assertiveness. She has written several books on resilience, self-confidence, and assertiveness, including “13 Things Mentally Strong People Don’t Do” and “13 Things Mentally Strong Women Don’t Do.” Amy Morin offers coaching and workshops to help you build assertiveness, set boundaries, and overcome self-doubt. She draws on her background in psychotherapy and mental strength training to help managers develop assertive communication skills and navigate challenging situations with confidence and resilience.

Patrick King

Patrick King is a social interaction specialist, bestselling author, and coach specializing in assertiveness training, communication skills, and confidence-building. He has written numerous books on communication, persuasion, and personal development, including “Improve Your People Skills” and “The Art of Everyday Assertiveness.” Patrick King offers personalized coaching programs and online courses to help managers assert themselves effectively in various situations. He provides practical strategies and techniques for building assertiveness skills, setting boundaries, and expressing needs and preferences assertively in both personal and professional contexts.

Sharon Martin

Sharon Martin is a licensed clinical social worker, psychotherapist, and coach specializing in assertiveness training, boundary-setting, and self-empowerment. She is the author of “The CBT Workbook for Perfectionism” and “Setting Boundaries Without Guilt.” Sharon Martin offers individual coaching sessions and online courses to help leaders assert themselves confidently and authentically. She provides practical tools and exercises for developing assertiveness skills, setting boundaries, and communicating effectively in relationships and professional settings.

Dan O’Connor

Dan O’Connor is a communication skills trainer and coach specializing in assertiveness training, conflict resolution, and emotional intelligence. He founded Dan O’Connor Training, where he offers online courses, workshops, and coaching sessions on assertive communication and interpersonal skills. Dan O’Connor provides practical strategies and techniques for assertively communicating and handling difficult situations confidently. He offers interactive training programs and coaching sessions to help managers assert themselves effectively in various personal and professional contexts.

Dr. Aziz Gazipura

Dr. Aziz Gazipura is a clinical psychologist, confidence coach, and bestselling author known for his work on assertiveness, social confidence, and self-esteem. He is the author of “Not Nice: Stop People Pleasing, Staying Silent, & Feeling Guilty… And Start Speaking Up, Saying No, Asking Boldly, And Unapologetically Being Yourself.” Dr. Aziz Gazipura offers coaching programs, workshops, and online courses aimed at helping leaders and managers like you develop assertiveness skills, build confidence, and overcome social anxiety. He provides practical tools and strategies for asserting oneself confidently in social situations, setting boundaries, and expressing needs and preferences assertively.

Nina Rubin

Nina Rubin is a life coach and relationship expert specializing in assertiveness training, boundary-setting, and self-empowerment. She founded AfterDefeat, offering coaching services, workshops, and resources for managers seeking to improve their assertiveness and communication skills. Nina Rubin offers personalized coaching sessions and group workshops focused on helping you assert yourself confidently and authentically. She provides practical guidance and support for setting boundaries, communicating assertively in relationships, and achieving personal and professional goals.

Dr. Judith Orloff

Dr. Judith Orloff is a psychiatrist, empath, and bestselling author known for her work in assertiveness, intuition, and emotional wellness. She authorizes several books, including “The Empath’s Survival Guide” and “Emotional Freedom.” Dr. Judith Orloff offers coaching programs, workshops, and online courses to help managers develop assertiveness skills, set boundaries, and communicate effectively in relationships. She provides practical strategies and techniques for asserting oneself confidently while maintaining empathy and compassion for others. Learn more about developing assertive communication skills at work with our detailed guide on assertive communication training for managers.

Assertiveness training books

  • “The Assertiveness Workbook: How to Express Your Ideas and Stand Up for Yourself at Work and in Relationships” by Randy J. Paterson– This workbook provides practical exercises and techniques for developing assertiveness skills in various areas of life, including the workplace. It covers setting boundaries, handling criticism, and negotiating effectively.
  • “Your Perfect Right: Assertiveness and Equality in Your Life and Relationships” by Robert E. Alberti and Michael L. Emmons – This classic guide to assertiveness offers practical advice and strategies for asserting oneself confidently and respectfully in interpersonal relationships, including professional settings. It covers topics such as assertive communication, conflict resolution, and self-esteem.
  • “Assertiveness: How to Stand Up for Yourself and Still Win the Respect of Others” by Judy Murphy– This book provides practical tips and techniques for developing assertiveness skills in the workplace. It offers insights into assertive communication, body language, and overcoming common barriers to assertiveness.
  • “The Assertiveness Guide for Women: How to Communicate Your Needs, Set Healthy Boundaries, and Transform Your Relationships” by Julie de Azevedo Hanks– This book specifically addresses assertiveness issues faced by women in the workplace and offers practical strategies for overcoming challenges and asserting oneself confidently. It covers topics such as assertive communication, self-care, and setting boundaries.
  • “When I Say No, I Feel Guilty” by Manuel J. Smith – This classic self-help book offers you practical techniques for developing assertiveness skills and overcoming guilt and anxiety associated with setting boundaries and saying no. It provides step-by-step guidance for asserting oneself confidently in various situations, including the workplace.

Conclusion

As we conclude our exploration of assertiveness coaching, it’s clear that mastering this skill is indispensable for leaders and managers like you navigating the complexities of today’s business landscape. It is an essential quality that is required to be a great manager for your team and the organization. Through the expertise and support of assertiveness coaches, individuals can unlock their potential to communicate assertively, set boundaries, and foster healthier, more productive relationships. Whether seeking to enhance leadership effectiveness, improve team dynamics, or cultivate a more empowering organizational culture, assertiveness coaching offers invaluable tools for success in the ever-evolving world of business and leadership. If you still feel confused about how and where to start. Risely is your answer. Risely helps by providing you personalized learning journey for skills like assertive communication, active listening, etc that enhance how you perform as a leader in your workplace. It starts with assessing your current skills and then moves on creating a learning plan that is unique to you and your challenges. Take the free 14-day trial and start your journey of leadership development.

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10 Best Strategic Thinking Coaches to Speed Up Your Growth

10 Best Strategic Thinking Coaches to Speed Up Your Growth

In the fast-paced and ever-evolving business landscape, strategic thinking has become more than just a desirable trait; it’s a critical competency for success. As leaders strive to navigate through uncertainty, competition, and disruption, the ability to think strategically and make informed decisions has emerged as a defining factor in driving organizational growth and resilience. However, mastering strategic thinking can be a challenging feat. It requires a combination of vision, analysis, creativity, and execution—a skill set that can be honed and developed by experienced mentors and coaches. In this blog, we explore the realm of strategic thinking coaching and introduce you to leading experts who specialize in helping individuals and organizations unlock their strategic potential. From renowned professors and authors to seasoned consultants and thought leaders, these strategic thinking coaches bring a wealth of experience, insights, and methodologies. Through personalized guidance, practical frameworks, and proven strategies, entrepreneurs and leaders can think more critically, plan more effectively, and lead with greater confidence in an increasingly complex and uncertain world.
Table of Contents

Understanding Strategic Thinking

Strategic thinking is not just about making plans; it’s about envisioning the future and devising a path to get there. It involves analyzing current affairs, anticipating potential challenges and opportunities, and crafting innovative strategies to achieve long-term goals. Unlike tactical thinking, which focuses on short-term actions and immediate solutions, strategic thinking takes a broader view, considering the bigger picture and the implications of decisions over time. Strategic thinking is essential for navigating the complexities of today’s competitive landscape in business leadership. Leaders who possess strong strategic thinking skills are better equipped to steer their organizations toward success by identifying market trends, foreseeing industry disruptions, and adapting their strategies accordingly. They are visionaries who can inspire and align their teams toward a common purpose, driving innovation and sustainable growth.

Why do you need Strategic Leadership Coaching?

Strategic leadership coaching offers numerous benefits for entrepreneurs and executives seeking to enhance their strategic thinking capabilities. Through one-on-one sessions with a qualified coach, individuals can gain valuable insights into their strengths and weaknesses as strategic thinkers. Coaches provide personalized guidance and feedback, helping you identify blind spots and develop strategies to overcome obstacles. Moreover, strategic leadership coaching empowers leaders to adopt a proactive mindset to anticipate future challenges and capitalize on emerging opportunities. By honing their strategic thinking skills, executives can make more informed decisions, allocate resources effectively, and confidently navigate uncertainty. Additionally, coaching fosters a culture of continuous learning and growth within organizations, positioning them for long-term success in a rapidly evolving business environment. Read more examples here: 8 Strategic Thinking Examples to Help You Succeed
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How to Select a Strategic Thinking Coach?

Choosing the right strategic thinking coach is crucial for maximizing the benefits of coaching. When evaluating potential coaches, entrepreneurs and leaders should consider several key criteria:
  • Experience: Look for a coach with a proven track record of success in strategic leadership development. Ideally, the coach should have experience working with clients in similar industries or contexts.
  • Qualifications: Verify that the coach possesses relevant certifications or credentials in coaching and leadership development. A background in psychology, organizational behavior, or business management can also be advantageous.
  • Approach: Assess the coach’s coaching style and methodologies to ensure compatibility with your learning preferences and goals. Some coaches may employ a more directive approach, while others may focus on facilitating self-discovery and reflection.
  • References: Request references or testimonials from past clients to gauge the coach’s effectiveness and impact. Feedback from others who have worked with the coach can provide valuable insights into their coaching process and outcomes.
  • Alignment: Seek a coach who shares your values and understands your organizational context. A coach who aligns with your vision and objectives will be better equipped to support your growth and development as a strategic leader.
By carefully considering these criteria, entrepreneurs and leaders can select a strategic thinking coach who is well-equipped to help them achieve their goals and aspirations. Follow the link to know more about how Managers can make or break company growth.

Top 10 Strategic Thinking Coaches

Now, let’s delve into the profiles of the top 10 strategic thinking coaches who have earned recognition for their expertise and impact in leadership development. Each of these coaches brings a unique blend of experience, insights, and methodologies to help you unlock their full potential as strategic thinkers. From seasoned veterans to rising stars, these strategic thinking coaches have distinguished themselves through their commitment to excellence and ability to inspire transformational change in their clients.

Dr. Richard Rumelt

Dr. Richard Rumelt is a renowned strategist and author known for his work on strategic management. He is a UCLA Anderson School of Management professor and has advised numerous Fortune 500 companies on strategic issues. Dr. Rumelt’s approach to strategic thinking emphasizes clarity of goals, alignment of resources, and identifying key leverage points. He is known for his book “Good Strategy Bad Strategy,” which outlines the principles of effective strategic thinking.

Dr. Betty Sue Flowers

Dr. Betty Sue Flowers is an executive coach, leadership consultant, and former Lyndon B. Johnson Library and Museum director. She has extensive experience in strategic planning and organizational development and specializes in helping leaders develop a holistic understanding of their organizations and the broader context in which they operate. She encourages you to think creatively and systemically to uncover innovative strategic solutions.

Dr. Roger L. Martin

Dr. Roger L. Martin is a professor and former dean of the Rotman School of Management at the University of Toronto. He is a leading expert on integrative thinking and has written extensively on strategy. Dr. Martin’s approach to strategic thinking revolves around integrative thinking, which involves synthesizing opposing ideas to generate creative solutions. He encourages leaders to embrace complexity and uncertainty as opportunities for innovation.

Dr. Rita McGrath

Dr. Rita McGrath is a professor at Columbia Business School and a globally recognized expert on strategy and innovation. She is known for her research on strategic inflection points and dynamic competition. Dr. McGrath’s approach to strategic thinking focuses on agility and adaptability in the face of rapid change. She helps leaders anticipate industry shifts, identify emerging opportunities, and pivot their strategies accordingly.

Dr. Gary Hamel

Dr. Gary Hamel is a management consultant, author, and professor at the London Business School. He is a leading proponent of management innovation and has written extensively on strategic renewal. Dr. Hamel’s approach to strategic thinking emphasizes challenging conventional wisdom and embracing disruptive change. He encourages leaders to cultivate a culture of experimentation and continuous learning.

Dr. Vijay Govindarajan

Dr. Vijay Govindarajan is a professor at Dartmouth College’s Tuck School of Business and a leading expert on strategy and innovation. He is known for his research on reverse innovation and the three-box framework for managing innovation. Dr. Govindarajan’s approach to strategic thinking focuses on balancing today’s business demands with tomorrow’s growth imperatives. He helps leaders develop a systematic approach to innovation and strategic renewal.

Dr. W. Chan Kim & Dr. Renée Mauborgne

Dr. W. Chan Kim and Dr. Renée Mauborgne are professors at INSEAD and co-directors of the INSEAD Blue Ocean Strategy Institute. They are best known for their groundbreaking work on blue ocean strategy, which involves creating uncontested market space. Drs. Kim and Mauborgne’s approach to strategic thinking challenges conventional wisdom about competition and value creation. They help leaders identify untapped market opportunities and develop innovative strategies to capture them.

Dr. Robert S. Kaplan & Dr. David P. Norton

Dr. Robert S. Kaplan and Dr. David P. Norton are professors at Harvard Business School and co-founders of the Balanced Scorecard Institute. They are best known for their work on the balanced scorecard framework for strategic performance management. Drs. Kaplan and Norton emphasize the importance of aligning strategic objectives with key performance indicators. They help leaders develop a comprehensive framework for measuring and managing strategic success.

Dr. Margaret Wheatley

Dr. Margaret Wheatley is a leadership consultant, speaker, and author known for her work on organizational change and systems thinking. She founded the Berkana Institute, a nonprofit organization that fosters leadership for transformational change. Dr. Wheatley’s approach to strategic thinking emphasizes the interconnectedness of individuals, organizations, and systems. She helps leaders cultivate a deeper understanding of complex adaptive systems and develop strategies for fostering resilience and innovation.

Dr. Amy C. Edmondson

Dr. Amy C. Edmondson is a professor at Harvard Business School and a leading expert on team dynamics and organizational learning. She is known for researching psychological safety and its impact on team performance and innovation. Dr. Edmondson’s approach to strategic thinking focuses on creating a culture of psychological safety where you feel comfortable taking risks and challenging the status quo. She helps leaders build high-performing teams capable of adapting to change and driving strategic innovation.

Conclusion 

As we conclude our exploration of strategic thinking coaching, one thing becomes abundantly clear: investing in the development of strategic thinking skills is an investment in your organization’s future success. Whether you’re a seasoned executive looking to sharpen your strategic acumen or an aspiring entrepreneur seeking to chart a course for your venture’s growth, the guidance and support of a strategic thinking coach can make all the difference. Working with one of the ten experts highlighted in this blog or exploring the broader landscape of strategic thinking coaching can help you gain invaluable insights, overcome challenges, and seize opportunities with greater clarity and conviction. Remember, strategic thinking is not just about making plans; it’s about envisioning possibilities, anticipating challenges, and shaping your organization’s future. With the right guidance and mindset, you can elevate your leadership, drive innovation, and achieve sustainable success in today’s dynamic business environment. If you still feel confused about how and where to start. Risely is your answer. Risely helps by providing you personalized learning journey for skills like strategic thinking that enhance how you perform as a leader in your workplace. It starts with assessing your current skills and then moves on creating a learning plan that is unique to you and your challenges. Take the free 14-day trial and start your journey of leadership development.

Aastha Bensla

Aastha, a passionate industrial psychologist, writer, and counselor, brings her unique expertise to Risely. With specialized knowledge in industrial psychology, Aastha offers a fresh perspective on personal and professional development. Her broad experience as an industrial psychologist enables her to accurately understand and solve problems for managers and leaders with an empathetic approach.

Find out how good your strategic thinking skills are?

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Top Time Management Coaches: Take Control Of Your Time Today

Top Time Management Coaches: Take Control Of Your Time Today

In the fast-paced world of modern business, effective time management is not just a valuable skill—it’s a necessity for success. Leaders and managers often juggle multiple responsibilities, deadlines, and demands on their time. Without proper time management strategies, it’s easy to become overwhelmed, leading to stress, burnout, and decreased productivity. Fortunately, some experts specialize in helping individuals master the art of time management. These time management coaches offer invaluable insights, techniques, and strategies to help professionals optimize their time, increase productivity, and achieve greater life balance. In this blog, we’ll explore ten top time management coaches who specialize in coaching professionals, delving into their backgrounds, approaches, and expertise in helping you reclaim control of your time and accomplish more with less effort. Whether you need help to stay focused, manage distractions, or prioritize tasks effectively, these coaches have the knowledge and experience to guide you toward greater efficiency, effectiveness, and fulfilment in your personal and professional endeavours.
Table of Contents

Understanding Time Management

Time management is the process of planning, organizing, and controlling how you spend your time to effectively accomplish specific tasks and goals. In today’s fast-paced world, entrepreneurs and leaders often juggle multiple responsibilities and face competing demands on their time. Without effective time management skills, it’s easy to become overwhelmed, leading to stress, burnout, and decreased productivity. Effective time management involves more than making to-do lists or setting reminders. It requires a strategic approach to allocating time to tasks based on their importance and urgency. By identifying priorities, setting realistic goals, and implementing efficient workflows, individuals can optimize their productivity and achieve better work-life balance. Understanding time management principles is the first step toward improving productivity and efficiency in both professional and personal life. By becoming aware of time management techniques and strategies, entrepreneurs and leaders can learn to make the most of their limited time resources and accomplish more with less effort.

Benefits of Time Management Coaching

While many people recognize the importance of time management, implementing effective strategies can be challenging without proper guidance and support. This is where time management coaching comes into play. Time management coaches are experts in helping you develop the skills, habits, and mindset needed to manage your time more effectively. One of the key benefits of time management coaching is accountability. Coaches provide personalized support and encouragement, helping you stay focused and committed to your time management goals. Coaches offer valuable insights and strategies tailored to each individual’s unique needs and circumstances. By working with a time management coach, entrepreneurs and leaders can learn to overcome common time management challenges, such as procrastination, indecision, and poor delegation. You can also develop sustainable habits and routines that promote long-term productivity and success. Overall, time management coaching offers a structured and systematic approach to improving time management skills. This leads to increased efficiency, reduced stress, and better overall performance.
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Criteria for Selecting a Time Management Coach

Choosing the right time management coach is essential for maximizing the benefits of coaching. When evaluating potential coaches, entrepreneurs and leaders should consider several key criteria:
  • Experience: Look for a coach with a proven track record of success in time management coaching. Ideally, the coach should have experience working with clients in similar industries or roles.
  • Qualifications: Verify that the coach possesses relevant certifications or credentials in coaching and time management. A background in psychology, organizational behavior, or productivity can also be advantageous.
  • Approach: Assess the coach’s coaching style and methodologies to ensure compatibility with your learning preferences and goals. Some coaches may employ a more directive approach, while others may focus on facilitating self-discovery and reflection.
  • References: Request references or testimonials from past clients to gauge the coach’s effectiveness and impact. Feedback from others who have worked with the coach can provide valuable insights into their coaching process and outcomes.
  • Alignment: Seek a coach who shares your values and understands your organizational context. A coach who aligns with your vision and objectives will be better equipped to support your growth and development as a time manager.
By carefully considering these criteria, entrepreneurs and leaders can select a time management coach who is well-equipped to help them achieve their goals and aspirations.

Top Time Management Coaches

Now, let’s delve into the profiles of the top time management coaches who have earned recognition for their expertise and impact in productivity and time management. Each of these coaches brings a unique blend of experience, insights, and methodologies to help you unlock their full potential as effective time managers. From renowned authors and speakers to experienced consultants and trainers, these coaches have distinguished themselves through their commitment to excellence and ability to inspire transformational change in your lives.

Laura Stack

Laura Stack, known as “The Productivity Pro,” is a bestselling author, speaker, and time management expert. She has written several books on productivity, including “What to Do When There’s Too Much to Do” and “SuperCompetent.” Laura Stack’s approach to time management focuses on practical strategies for increasing productivity and reducing overwhelm. She offers actionable tips for prioritizing tasks, managing distractions, and maximizing efficiency in both professional and personal life.

Rory Vaden

Rory Vaden is a bestselling author, speaker, and productivity expert known for his work on time management and self-discipline. He is the author of “Take the Stairs” and “Procrastinate on Purpose.” Rory Vaden’s approach to time management emphasizes the importance of prioritization and intentional decision-making. He helps you identify your most important tasks and focus your time and energy on activities that align with their goals and values.

Craig Jarrow

Craig Jarrow founded Time Management Ninja, a popular blog and resource for time management tips and techniques. He is known for his practical advice on task management, email management, and productivity hacks. Craig Jarrow’s approach to time management coaching is simple and practical. He offers straightforward strategies for organizing tasks, reducing distractions, and increasing efficiency, helping you take control of your time and achieve their goals.

Helene Segura

Helene Segura is a time management coach, productivity expert, and author known for helping managers and organizations overcome procrastination and overwhelm. She is the author of “The Inefficiency Assassin” and “The Time Management Survival Guide.” Helene Segura’s approach to time management coaching combines practical strategies with a focus on mindset and behavior change. She helps you identify and overcome the root causes of time management challenges, empowering you to work smarter and achieve better results.

Mark Ellwood

Mark Ellwood is a time management coach, speaker, and author who specializes in helping professionals increase their productivity and achieve work-life balance. He is the author of “How to Get More Done: 7 Secrets of Effective Time Management.” His approach to time management coaching emphasizes the importance of setting clear goals, managing priorities, and creating systems for staying organized and focused. He offers you practical techniques for overcoming procrastination, managing distractions, and making the most of each day.

Frances Booth

Frances Booth is a time management coach, consultant, and author known for helping leaders and organizations improve their productivity and effectiveness. She is the author of “The Distraction Trap” and “The Secret World of Productivity.”  Frances Booth’s approach to time management coaching is based on research-backed strategies for managing distractions, increasing focus, and optimizing workflow. She helps you develop personalized systems and habits for maximizing productivity and achieving your goals.

Alexis Haselberger

Alexis Haselberger is a time management coach and productivity consultant known for helping busy professionals reclaim their time and focus. She offers individual coaching, workshops, and online courses to help you overcome overwhelm and achieve their goals. Her approach to time management coaching is rooted in neuroscience and psychology. She offers evidence-based strategies for increasing focus, managing distractions, and optimizing workflow. She also helps you develop personalized systems and habits to better manage their time and energy.

Tim Stringer

Tim Stringer is a productivity coach, consultant, and founder of Technically Simple, a company specializing in productivity and technology training. He is known for his expertise in leveraging technology to improve time management and workflow. Tim Stringer’s approach to time management coaching integrates technology tools and techniques with mindfulness and productivity principles. He helps you leverage digital tools effectively, streamline workflows, and cultivate habits for greater focus and efficiency.

Dave Crenshaw

Dave Crenshaw is a time management coach, speaker, and author known for helping individuals overcome overwhelm and improve their productivity. He is the author of “The Myth of Multitasking” and “The Power of Having Fun.” His approach to time management coaching focuses on eliminating time-wasting habits and optimizing workflow for maximum efficiency. He offers you practical strategies for prioritizing tasks, managing interruptions, and creating systems for staying organized and focused.

Conclusion

In conclusion, effective time management is a cornerstone of success in today’s fast-paced world. By working with a time management coach, professionals can gain valuable insights, techniques, and strategies to optimize their productivity, reduce stress, and achieve greater work-life balance. Whether you’re looking to overcome procrastination, manage your workload more effectively, or simply make the most of your time, these ten time management coaches offer the expertise and guidance needed to help you reach your goals. Remember, time is a finite resource, and how you spend it can profoundly impact your personal and professional success. By investing in your time management skills and working with a coach who specializes in helping professionals, you can unlock your full potential, accomplish more with less effort, and create a productive and fulfilling life. If you still feel confused about how and where to start. Risely is your answer. Risely helps by providing you personalized learning journey for skills like time management that enhance how you perform as a leader in your workplace. It starts with assessing your current skills and then moves on creating a learning plan that is unique to you and your challenges. Take the free 14-day trial and start your journey of leadership development.

Aastha Bensla

Aastha, a passionate industrial psychologist, writer, and counselor, brings her unique expertise to Risely. With specialized knowledge in industrial psychology, Aastha offers a fresh perspective on personal and professional development. Her broad experience as an industrial psychologist enables her to accurately understand and solve problems for managers and leaders with an empathetic approach.

Make the most of your time to be a productive leader.

Take our free time management assessment and review your skills to get started on your journey.

Start Now

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Best Decision Coaches To Guide You Toward Great Choices

Best Decision Coaches To Guide You Toward Great Choices

Effective decision-making is more crucial than ever in today’s rapidly evolving business landscape. Entrepreneurs, leaders, and professionals alike are constantly faced with complex and uncertain situations that demand strategic thinking and decisive action. However, mastering the art of decision-making is not always easy. It requires a combination of critical thinking, problem-solving skills, and the ability to navigate ambiguity. Fortunately, numerous resources are available to help leaders and managers like you to enhance their decision-making skills and make better choices in both personal and professional contexts. From workshops to expert guidance from decision making coaches, there are countless opportunities to help you develop and refine this essential skill set. Let’s take you through some of these resources.
Table of Contents

Why does Decision-Making matter?

Effective decision-making is a fundamental skill for entrepreneurs and leaders alike. Every day, leaders like you in leadership positions face a myriad of choices that can impact their organizations’ trajectory. Sound, timely decisions are crucial for driving growth, mitigating risks, and achieving organizational objectives. From strategic decisions about market expansion to operational decisions about resource allocation, making sound decisions is crucial. Understanding the importance of decision-making involves recognizing its role in shaping organizational outcomes. Effective decisions can increase competitiveness, innovation, and profitability, while poor decisions can result in wasted resources, missed opportunities, and even failure. By understanding the significance of decision-making, you can prioritize the development of their decision-making skills and seek out resources, such as decision coaching, to support their growth in this area.

Why should you get a Decision Making Coach?

Decision coaching offers numerous benefits for entrepreneurs and leaders seeking to improve their decision-making skills. One primary advantage is the opportunity for personalized guidance and support. Decision coaches work closely with you to understand your unique challenges, goals, and decision-making processes, providing tailored strategies and techniques to enhance their ability to make effective decisions. Additionally, decision making coach can help you overcome common barriers to effective decision-making, such as decision fatigue, cognitive biases, and fear of failure. Coaches provide valuable insights and perspectives, assisting your approach to decision-making with greater clarity, confidence, and resilience. Through the coaching process, you can develop a deeper understanding of your decision-making strengths and weaknesses, enabling you to make more informed and strategic choices in the future.
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Top Decision Coaches for Managers

Gary Klein

Gary Klein is a cognitive psychologist and author known for his expertise in naturalistic decision-making. He has extensively researched how experts make decisions in high-pressure, real-world situations, such as firefighting, military operations, and emergency medicine. Gary Klein’s approach to decision-making coaching emphasizes the importance of intuition, pattern recognition, and experience in making effective decisions. He helps leaders and organizations develop decision-making skills by understanding the cognitive processes underlying expert judgment and decision-making.

Francesca Gino

Francesca Gino is a behavioral scientist and author known for researching decision-making, creativity, and ethics. She has published numerous studies on ethical decision-making, decision biases, and the psychology of choice. Francesca Gino’s approach to decision-making coaching draws on insights from psychology and behavioral economics to help individuals improve their decision-making skills. She offers practical strategies for recognizing and overcoming decision biases, increasing self-awareness, and making better choices in both professional and personal contexts.

Annie Duke

Annie Duke is a former professional poker player who has become a decision strategist and author. She is known for her expertise in decision-making, risk management, and cognitive psychology, which she applies to help managers and organizations improve their decision-making skills. Annie Duke’s approach to decision-making coaching is grounded in principles derived from poker strategy, such as probabilistic thinking, risk assessment, and decision analysis. She helps individuals develop a more rational and disciplined approach to decision-making, enabling them to make better choices under uncertainty.

Michael Roberto

Michael Roberto is a professor of management and author known for his work on decision-making, leadership, and organizational change. He has written several books on decision-making, including “Why Great Leaders Don’t Take Yes for an Answer” and “Know What You Don’t Know.” His research informs Michael Roberto’s approach to decision-making coaching on decision-making processes and organizational dynamics. He helps managers and teams improve decision-making skills by identifying and addressing common pitfalls and biases, fostering open dialogue and debate, and leveraging diverse perspectives to make better choices.

Chip Heath

Chip Heath is a professor of organizational behavior and author known for his work on decision-making, change management, and innovation. He has written several bestselling books on these topics, including “Switch” and “Decisive.” Chip Heath’s approach to decision-making coaching draws on insights from psychology and neuroscience to help managers and organizations improve their decision-making skills. He offers practical strategies for overcoming decision paralysis, reducing biases, and making better choices in complex and uncertain environments.

Sheena Iyengar

Sheena Iyengar is a professor of business and author known for her research on decision-making, choice, and psychology. She has conducted extensive studies on decision-making under uncertainty, choice overload, and cultural differences in decision-making. Sheena Iyengar’s approach to decision-making coaching focuses on understanding the factors that influence choices and preferences. She helps you improve your decision-making skills by recognizing and mitigating decision biases, clarifying values and priorities, and making more informed and intentional choices.

Gretchen Rubin

Gretchen Rubin is an author and happiness expert known for her work on habits, decision-making, and personal development. She is the author of several bestselling books, including The Happiness Project and Better Than Before. Her approach to decision-making coaching focuses on understanding the role of habits and personality in decision-making. She helps you improve your decision-making skills by identifying and changing habits that may hold you back, clarifying values and priorities, and creating systems and routines that support better choices.

John Mattone

John Mattone is an executive coach and author known for his leadership development, talent management, and decision-making work. He has worked with numerous Fortune 500 companies and global organizations to help leaders and teams unlock their potential and achieve peak performance. John Mattone’s approach to decision-making coaching is grounded in his extensive experience working with leaders and teams across industries. He helps you develop your decision-making skills by focusing on core leadership competencies, such as self-awareness, emotional intelligence, and strategic thinking, essential for making effective decisions in complex and dynamic environments.

Heidi Grant

Heidi Grant is a psychologist and author known for her research on decision-making, motivation, and goal-setting. She has written several books on these topics, including “Reinforcements” and “Nine Things Successful People Do Differently.” Heidi Grant’s approach to decision-making coaching draws on insights from social psychology and behavioral science to help you understand and improve their decision-making processes. She offers practical strategies for setting and achieving goals, overcoming procrastination, and increasing motivation, which are essential for making better choices and taking decisive action.

Conclusion

Effective decision-making is a cornerstone of success in today’s complex and dynamic world. By investing in your decision-making skills and leveraging the available resources, you can become a more confident and strategic decision-maker capable of navigating uncertainty and driving positive change in your personal and professional endeavors. Whether you enroll in an online course, seek guidance from a decision making coach, or explore other learning opportunities, the key is committing to continuous improvement and growth. Finding a decision coach whose ideas aligns with you can be of great assistance in your journey of leadership development. By developing your critical thinking, problem-solving, and analytical skills, you’ll be better equipped to tackle challenges, seize opportunities, and achieve your goals with clarity and confidence. If you still feel confused about how and where to start. Risely is your answer. Risely helps by providing you personalized learning journey for skills like decision making that enhance how you perform as a leader in your workplace. It starts with assessing your current skills and then moves on creating a learning plan that is unique to you and your challenges. Take the free 14-day trial and start your journey of leadership development. So why wait? Start your journey to mastering decision-making today and unlock your full potential for success!

Aastha Bensla

Aastha, a passionate industrial psychologist, writer, and counselor, brings her unique expertise to Risely. With specialized knowledge in industrial psychology, Aastha offers a fresh perspective on personal and professional development. Her broad experience as an industrial psychologist enables her to accurately understand and solve problems for managers and leaders with an empathetic approach.

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Top 10 New Manager Skills That You Must Learn

Top 10 New Manager Skills That You Must Learn

Congratulations on your promotion as a new manager! It’s a big transition and can be challenging. You may have been an expert in your previous role, but you will face new challenges as a manager. From managing people to dealing with conflicts, it can become overwhelming. But don’t worry! In this blog post, we have compiled some tips and tricks to help you successfully navigate the challenges of being a new manager. From leadership tips to managing remote teams, we have got you covered. We’ll also look at common mistakes to avoid and how to continuously improve as a manager. So, let’s get you started into leadership development to set you up for success in your new role.
Table of Contents

What are the challenges faced by new managers?

New managers face various challenges as they transition into their new roles. Some of the most common challenges that new managers face is having one-on-one meetings, guiding team members, lack of communication skills, etc. These challenges require patience, adaptability, and strong leadership skills to overcome and succeed in their new role.
  • Mindset shift from IC to Manager: Moving from an individual contributor role to a managerial position requires a shift in mindset. New managers must learn to focus on team success rather than personal achievements and adjust to the new dynamics of leading and empowering others.
  • Being a Superhero: Since you transition from a great individual contributor to a manager, you tend to think that you can do a lot of things yourself. This might lead you to be involved in a lot of tasks that can be delegated to others and also makes you prone to being a micromanager.
  • Building Relationships: Establishing relationships with team members, peers, and superiors can be challenging for new managers. Building trust and credibility takes time, and they may encounter resistance or skepticism from team members accustomed to a previous manager’s leadership style.
  • Management Style: As a new manager, you might get into the role without totally understanding your own style from the different types of leadership style. Knowing the style that works the best for you can help you be better prepared to be an efficient leader for your team.
  • Time Management: Balancing various responsibilities and priorities can challenge new managers. They may need help to allocate time effectively, juggle multiple tasks, and prioritize their efforts.
  • Decision-Making: New managers often face decision-making challenges as they navigate through complex situations and deal with ambiguity. They may be required to make tough choices that impact their team and the organization, and learning to make informed decisions can be overwhelming.
  • Managing Conflict: Conflict resolution and interpersonal conflicts within the team can be difficult for new managers. They must learn to address conflicts professionally, mediate disputes, and maintain team cohesion.
Here is the new manager checklist which is essential in making you a smart manager in 2023!
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New Manager Skills: Top 10 Skills to Focus on!

Starting a new role as a manager can be challenging but exciting. As you step into this leadership role, we provide you with some top skills that must learn and practice in order to reach your potential as a leader: –

Communication Skills

Effective communication is essential for new managers because it forms the foundation of their interactions with team members, superiors, and other stakeholders. Clear communication ensures that expectations are understood, instructions are followed accurately, feedback is delivered constructively, and conflicts are resolved efficiently. Without strong communication skills, misunderstandings can arise, leading to decreased productivity, morale issues, and breakdowns in teamwork.

Time Management

Time management is crucial for new managers juggling multiple responsibilities, deadlines, and competing priorities. By mastering time management techniques, new managers can optimize their productivity, avoid procrastination, and ensure tasks are completed efficiently. Effective time management also allows managers to allocate sufficient time for strategic planning, team development, and personal growth, ultimately contributing to their effectiveness as leaders.

Leadership Skills

As new managers, you are tasked with guiding, motivating, and inspiring their team members to achieve common goals. Leadership skills are essential for fostering a positive work culture, building trust, and driving performance. By demonstrating strong leadership qualities such as integrity, empathy, and vision, new managers can earn the respect and loyalty of their team, leading to increased engagement, productivity, and retention.

Emotional Competence

It involves understanding and managing one’s emotions and recognizing and empathizing with others’ emotions. New managers need emotional intelligence to navigate interpersonal dynamics, handle conflicts diplomatically, and motivate their teams effectively. By developing emotional competence, new managers can foster positive relationships, resolve conflicts constructively, and create a supportive work environment where team members feel valued and understood.

One-on-One Meetings

Regular one-on-one meetings with team members provide new managers valuable opportunities to build rapport, offer support, provide feedback, and address individual needs and concerns. These meetings help strengthen the manager-employee relationship, enhance communication, and promote employee engagement and development. New managers may struggle to understand their team members’ motivations, challenges, and career aspirations without effective one-on-one meetings, leading to disengagement and turnover.

Interpersonal Skills

Interpersonal skills are essential for building strong relationships, fostering collaboration, and resolving conflicts effectively. New managers must be able to communicate clearly, listen actively, and empathize with their team members to create a cohesive and productive work environment. Strong interpersonal skills enable managers to build trust, navigate diverse personalities, and inspire their teams to achieve common goals.

Effective Delegation

Delegation is vital for new managers to leverage the strengths of their team members, promote skill development, and achieve collective goals. By delegating tasks effectively, managers can empower their team, free up time for strategic priorities, and foster a culture of trust and accountability. Without effective delegation, new managers may struggle to manage their workload, experience burnout, and hinder the growth and development of their team. Read more: Top 5 qualities that will make you a great leader!

Decision-Making

New managers often face situations where they need to make critical decisions that impact their team and the organization as a whole. Developing strong decision-making abilities allows new managers to assess situations objectively, weigh available options, and choose the most appropriate course of action. Effective decision-making instils confidence in the team and enables the manager to navigate challenges effectively, driving the team toward success.

Goal-Setting

Setting clear and achievable goals is essential for aligning efforts, motivating team members, and driving performance. New managers must be proficient in setting SMART goals—specific, Measurable, Achievable, Relevant, and Time-bound. By setting goals effectively, managers provide clarity and direction for their team, track progress, and celebrate successes. Goal-setting also helps new managers prioritize tasks, allocate resources effectively, and focus efforts on activities that contribute to organizational objectives.

Prioritization

Prioritization involves identifying the most important tasks and allocating resources accordingly. New managers must prioritize their workload and help their team members prioritize their tasks to ensure that deadlines are met, resources are utilized efficiently, and goals are achieved. Effective prioritization allows managers to focus on high-impact activities, delegate tasks effectively, and adapt to changing priorities, ultimately driving productivity and success. All these skills to learn and no idea of where to start. The first step is assessing where your current skills are. And this happens to be a quick and easy task. How? With Risely. Get started with a free assessment of your leadership skills and get a personalized report of what exactly you need to work on. Take the first step and get started on your journey of becoming the leader you wish to be!

Tips for managing a remote team

Managing any team is a tricky thing. And it becomes even more difficult when it comes to handling remote teams. Well, you don’t need to be worried about it. Here are some tips and new manager advice that can help you manage your remote teams efficiently. And once you start learning and applying the skills mentioned above, your journey as a new manager will start to get smoother and would allow you to reach your full potential as a leader.

Become a Communication Maestro

  • Regular video meetings: Weekly team huddles or project-specific video calls to keep everyone connected and engaged.
  • Instant messaging platforms: Tools like Slack allow quick questions, updates, and informal chats.
  • Project management software: This keeps everyone on the same page with deadlines, tasks, and progress updates.

Set Clear Expectations (and Avoid Micromanaging)

  • Roles and responsibilities: Outline each team member’s duties and ownership within projects.
  • Deadlines and deliverables: Establish clear timelines and expectations for project completion.
  • Trust your team to manage their time effectively. Remote work thrives on autonomy – micromanaging will only stifle creativity and motivation.

Remote Doesn’t Mean Out of Touch

  • Offer training and support: Help your team navigate new tools and processes.
  • Be readily available: Set clear communication hours where you’re readily available via instant messaging or email for quick questions or guidance.
  • Schedule regular team meetings: Weekly huddles or project updates keep everyone aligned and informed.
  • Don’t forget the fun!: Organize virtual team-building activities like online games, trivia nights, or even virtual coffee breaks to promote social interaction.

Embrace the Feedback Loop

  • Seek feedback: Regularly ask your team for input on communication channels, workflows, and overall team dynamics.
  • Be a growth mindset leader: Be open to trying new tools and adapting your management style based on your team’s needs.

Common mistakes to avoid as a new manager (With Examples)

As a new manager, it’s essential to be aware of common mistakes and actively work to avoid them. By being mindful of these common mistakes, you can avoid pitfalls and set yourself up for success as a new manager. Always strive to learn, adapt, and improve your leadership skills for your team and yourself. Remember that being a good leader takes hard work but is ultimately worth it. Here are some errors to avoid:

Micromanagement Mayhem

Imagine Sarah, a new marketing manager, brimming with fresh ideas. She assigns tasks to her team but constantly checks their progress, hovering over their shoulders and offering unsolicited advice. This stifles creativity and reduces ownership. Team members feel like their skills aren’t trusted, leading to frustration and a decline in morale.

The Fix:  Empower your team! Delegate tasks clearly, outlining deadlines and expectations. Then, give them the space to work independently. Schedule regular check-ins for updates and course corrections but avoid micromanagement. Trust your team’s abilities and allow them to shine.

Communication Catastrophe

David, a new IT manager, enthusiastically announces a major software upgrade via a vague email. The team is confused about functionalities, training options, and timelines. This lack of clear communication delays and frustration as the team scrambles to figure things out.

The Fix:  Prioritize clear and consistent communication. Keep your team informed about changes, projects, and deadlines. Hold regular team meetings to ensure everyone is on the same page. Utilize multiple communication channels (email, instant messaging, video conferencing) to cater to different preferences. Don’t be afraid to over-communicate – it’s always better to be safe than sorry.

The Feedback Fiasco

Lisa, a new sales manager, avoids one-on-one meetings with her team members, fearing critical feedback might damage relationships. This lack of guidance hinders their development and leaves them unsure of their performance.

The Fix:  Feedback is a gift, not a weapon! Schedule regular check-ins with your team to provide constructive criticism, celebrate wins, and offer guidance for improvement. Create a safe open-space where your team feels comfortable sharing thoughts and concerns. Remember, feedback should be specific, actionable, and delivered with empathy. Also, don’t forget to get employee feedback from your team members!

Delegation Disaster

Imagine Mark, a new engineering manager, feels pressure to prove himself. He clings to all tasks and responsibilities, refusing to delegate. This leads to burnout for Mark and hinders his team’s development. They are never allowed to learn and grow their skills.

The Fix:  Delegate effectively! Don’t be afraid to distribute tasks based on your team member’s strengths and skill sets. This empowers them, fosters ownership, and frees up your time to focus on strategic initiatives. Provide clear instructions and support, but avoid micromanaging. Trust your team to deliver!

Recognition and Appreciation Rocky Road

John, a new customer service manager, implements a new process that significantly improves customer satisfaction ratings. However, he fails to acknowledge his team’s hard work and dedication in making the changes a success. Team morale plummets as their efforts go unnoticed.

The Fix: Recognize and appreciate your team’s contributions! Take the time to acknowledge and celebrate their achievements, both big and small. A simple “thank you” or a public shout-out can go a long way in boosting morale and keeping your team motivated. Consider offering different types of recognition, such as verbal praise, handwritten notes, or bonus rewards, to cater to individual preferences.

To Wrap Up!

Becoming a new manager can be both exciting and challenging. And this blog here gives you several tips and tricks that could come in handy in your journey. Spend some time to self-reflect and become aware of your own strength and weaknesses and then start learning new techniques and skills to build on the knowledge you already have. Understanding and developing a leadership style that works for you and your team is quite essential when it comes to managing conflicts and effectively communicating goals. We have also taken you through what you should do as a manager and what you should not do. Avoiding these common mistakes like micromanaging or not giving feedback is crucial to creating a positive work environment and becoming a leader that people want to follow.
Remember to always keep learning and growing as a manager!

Aastha Bensla

Aastha, a passionate industrial psychologist, writer, and counselor, brings her unique expertise to Risely. With specialized knowledge in industrial psychology, Aastha offers a fresh perspective on personal and professional development. Her broad experience as an industrial psychologist enables her to accurately understand and solve problems for managers and leaders with an empathetic approach.

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Understanding the world of Goal Setting Coach to reach new heights

Understanding the world of Goal Setting Coach to reach new heights

Setting and achieving goals is essential for personal and organizational success in today’s fast-paced and competitive work environment. However, navigating the path to goal attainment can be challenging without proper guidance and support. This is where coaching for goal setting comes into play. Goal-setting coaching is a structured process that helps individuals and organizations identify their objectives and develop actionable plans to achieve them. By working closely with a coach, individuals can gain clarity, focus, and motivation to pursue their goals effectively. In this blog, we will delve into the world of goal setting coaching. We will discuss the coaching process, an example of setting SMART goals, and what to expect when working with a goal setting life coach. Additionally, we will highlight ten top workplace goal-setting coaches who offer valuable expertise and guidance in this field.
Table of Contents

Understanding Goal Setting Coaching

Goal setting coaching is a process that helps individuals and organizations identify their objectives and develop actionable plans to achieve them. It involves working closely with a coach who provides guidance, support, and accountability throughout the goal-setting journey. Goal setting coaching is based on the principle that setting clear, specific, and achievable goals can lead to greater motivation, focus, and success. Here’s a more detailed explanation of what this entails:
  • Coaching Process: Goal setting coaching typically involves a structured process that guides clients through various stages of goal identification, planning, implementation, and evaluation. Coaches utilize multiple techniques and tools to facilitate this process, tailoring their approach to each client’s unique needs and preferences.
  • Clarifying Objectives: One of the primary roles of a goal-setting coach is to assist clients in clarifying their objectives. This involves helping individuals articulate their aspirations, values, and priorities and identifying obstacles or challenges that may hinder goal attainment.
  • Creating Actionable Plans: Once goals are defined, the coach works with the client to develop actionable plans outlining the steps needed to achieve each objective. This may involve breaking down larger goals into smaller, more manageable tasks, prioritizing action items, and establishing timelines and deadlines for completion.
  • Providing Accountability: Accountability is a crucial aspect of goal setting coaching. Coaches help clients stay accountable to their goals by providing support, encouragement, and feedback. This may involve regular check-ins, progress reviews, and adjustments to the action plan as needed.
  • Building Confidence and Resilience: Goal setting coaching goes beyond simply setting goals; it also focuses on building the confidence, resilience, and self-efficacy needed to pursue and achieve those goals. Coaches help clients develop a growth mindset, overcome self-doubt and limiting beliefs, and cultivate the skills and mindset necessary for success.
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Understanding SMART Goals

SMART goals are a framework for setting Specific, Measurable, Achievable, Relevant, and Time-bound objectives. This approach provides a clear and structured method for defining meaningful, attainable, and trackable goals in personal or professional contexts. Example: Suppose an individual wants to improve physical fitness by incorporating regular exercise. Using the SMART criteria, they can formulate a goal that meets each of the following criteria:

Working with a Goal Setting Life Coach

Goal setting life coaches are professionals who specialize in helping individuals clarify their goals, create actionable plans, and provide support and accountability throughout the goal-achievement process. Here’s what you can expect when working with a goal setting life coach:
  • Initial Consultation: The coaching relationship typically begins with an initial consultation, where you discuss your goals, challenges, and expectations. The coach will ask questions to understand your current situation, values, and motivations, which will help them tailor the coaching process to your needs.
  • Goal Setting Session: During the goal setting session, the coach will help you define your goals in a clear, specific, and measurable way. They will assist you in identifying your priorities, values, and long-term vision to ensure that your goals are aligned with what truly matters to you.
  • Action Planning: Once your goals are established, the coach will work with you to create a detailed action plan. This plan will outline the steps you need to take, the resources you may require, and any potential obstacles you might encounter.
  • Accountability and Support: One of the key roles of a goal setting life coach is to provide accountability and support throughout your journey. They will check in with you regularly to monitor your progress, offer guidance, and help you stay focused and motivated.
  • Adjustments and Reflection: As you work towards your goals, the coach will help you reflect on your progress and adjust your action plan. They will encourage you to celebrate your successes and learn from any setbacks, using them as opportunities for growth.
  • Feedback and Encouragement: A goal setting life coach will provide constructive feedback and encouragement to keep you on track. They will help you build resilience and confidence, ensuring you stay committed to your goals even when faced with challenges.
  • Completion and Transition: Once you have achieved your goals or made significant progress, the coach will assist you in transitioning to the next phase of your journey. They may help you set new goals or provide strategies for maintaining the progress you have made.

Top 10 Goal Setting Coaches

These coaches provide valuable expertise and guidance to individuals and organizations seeking to set and achieve workplace goals. Their coaching services and resources can empower professionals to enhance their performance, productivity, and overall success.

Brian Tracy 

Brian Tracy is a highly regarded author, speaker, and success expert. With over 30 years of experience, Tracy has consulted for thousands of companies and addressed more than five million people in talks and seminars throughout the US, Canada, and 70 other countries. His coaching programs focus on leadership, time management, and goal achievement in the workplace. Tracy has authored over 80 books, including bestsellers like “Eat That Frog!” and “Goals!: How to Get Everything You Want — Faster Than You Ever Thought Possible.”

Tony Robbins 

Tony Robbins is a world-renowned life and business strategist who has empowered millions of people through his coaching programs, seminars, and bestselling books. With over four decades of experience, Robbins has coached top CEOs, presidents, and athletes to achieve peak performance. His coaching services cover various aspects of workplace goal setting, leadership development, and team building. Robbins is the author of several bestselling books, including “Unshakeable” and “Awaken the Giant Within.” Here are top 10 teams building activities for you to try out with your teams!

Michael Hyatt 

Michael Hyatt is a former CEO turned leadership expert, bestselling author, and productivity coach. He has spent decades helping individuals and organizations achieve their goals and thrive personally and professionally. Hyatt’s coaching programs focus on goal setting, productivity, and leadership development, offering practical strategies and tools for success. He is the author of several books, including “Your Best Year Ever” and “Free to Focus.”

Brendon Burchard 

Brendon Burchard is a high-performance coach, motivational speaker, and bestselling author. He is widely recognized for his expertise in helping individuals and teams reach their full potential. Burchard’s coaching programs emphasize goal setting, mastering growth mindset, and performance optimization in the workplace. He is the author of multiple bestselling books, including “High Performance Habits” and “The Motivation Manifesto.”

Marshall Goldsmith 

Marshall Goldsmith is a world-renowned executive coach and leadership thinker known for his practical and insightful approach to leadership development. With over 40 years of experience, Goldsmith has worked with top CEOs and Fortune 500 companies to drive organizational success. His coaching services focus on leadership development, goal setting, and behavioral change in the workplace. Goldsmith is the author of several bestselling books, including “What Got You Here Won’t Get You There” and “Triggers.”

Mel Robbins

Mel Robbins is a leading motivational speaker, bestselling author, and coach known for her practical and action-oriented approach to personal and professional development. Her coaching programs focus on goal setting, productivity, and mindset mastery in the workplace. She is the author of “The 5 Second Rule” and has delivered transformative talks and workshops to organizations worldwide.

Hal Elrod 

Hal Elrod is a bestselling author, keynote speaker, and success coach known for his groundbreaking book “The Miracle Morning.” His coaching programs focus on helping individuals and teams establish morning routines for peak performance and goal achievement. Elrod’s approach combines personal development, goal setting, and habit formation to drive success in the workplace and beyond.

Gretchen Rubin 

Gretchen Rubin is a bestselling author and happiness expert known for her practical and insightful approach to happiness and habits. Her coaching programs focus on workplace well-being, goal setting, and personal growth. Rubin’s books, including “The Happiness Project” and “Better Than Before,” offer valuable insights and strategies for achieving workplace goals and enhancing overall satisfaction.

Denise Duffield-Thomas

Denise Duffield-Thomas is a money mindset mentor and success coach specializing in helping individuals achieve financial success and abundance. Her coaching programs focus on financial goal setting, wealth accumulation, and mindset mastery in the workplace. Duffield-Thomas’ approach combines practical strategies with mindset shifts to empower professionals to achieve financial goals and thrive in their careers.

James Clear 

James Clear is an author, speaker, and expert in habit formation and behavior change. His coaching programs focus on helping individuals and teams develop habits that support workplace goals and success. Clear’s bestselling book “Atomic Habits” provides practical strategies for building good habits, breaking bad ones, and achieving remarkable results in the workplace and beyond.

Bonus! Online Resources for Goal Setting

  1. GoalBuddy – GoalBuddy is an online platform that helps users set, track, and achieve their goals. It offers tools like goal setting worksheets, progress trackers, and accountability features.
  2. Trello – Trello is a project management tool that can be used for setting and tracking goals. Users can create boards, lists, and cards to organize their goals and action steps, making it easy to visualize progress.
  3. Coursera – Coursera offers online courses on goal setting and personal development from universities and institutions worldwide. Courses like “Achieving Personal and Professional Success” provide insights and strategies for setting and achieving goals.
  4. Risely– Risely helps by providing you personalized learning journey for skills like goal setting that enhance how you perform as a leader in your workplace. It starts with assessing your current skills and then moves on creating a learning plan that is unique to you and your challenges. Take the free 14-day trial and start your journey of leadership development.

Conclusion

Goal setting coaching is a powerful tool for individuals and organizations looking to achieve success in the workplace. By working with a skilled coach, individuals can clarify their objectives, develop actionable plans, and stay accountable to their goals. Whether enhancing leadership skills, improving productivity, or achieving financial success, goal setting coaching offers valuable insights and strategies to help individuals thrive in their careers. As we’ve explored in this blog, goal setting coaching is not just about setting goals; it’s about empowering individuals to reach their fullest potential. With the guidance of top workplace goal-setting coaches like Brian Tracy, Tony Robbins, and Michael Hyatt, individuals can overcome obstacles, stay focused, and achieve remarkable results in their professional lives. Whether you’re embarking on a new career path or striving for advancement in your current role, goal setting coaching can provide the support you need to turn your aspirations into reality.

Aastha Bensla

Aastha, a passionate industrial psychologist, writer, and counselor, brings her unique expertise to Risely. With specialized knowledge in industrial psychology, Aastha offers a fresh perspective on personal and professional development. Her broad experience as an industrial psychologist enables her to accurately understand and solve problems for managers and leaders with an empathetic approach.

Take the first step toward goal setting coaching!

Take the free goal-setting assessment to know where you lack and what you need to work on.

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Ultimate Guide Of Active Listening Coaching For Managers

Ultimate Guide Of Active Listening Coaching For Managers

Active listening emerges as a beacon of effective communication in a world filled with noise. It’s more than just hearing; it’s about engaging deeply with the speaker, understanding their message, and responding thoughtfully. Active listening transforms conversations into meaningful exchanges with techniques like maintaining eye contact, paraphrasing, and asking clarifying questions. Mastering active listening is key to building trust, resolving conflicts, and fostering collaboration in personal or professional contexts. Join us as we explore the transformative power of active listening coaching and training in enhancing communication and relationships.
Table of Contents

What is active listening? 

Active listening is more than just hearing words; it’s about fully engaging with the speaker and understanding their message on multiple levels. Unlike passive listening, which involves simply receiving information, active listening requires the listener to focus, comprehend, and respond to what is being communicated. By employing active listening techniques such as maintaining eye contact, nodding, paraphrasing, and asking clarifying questions, individuals demonstrate their genuine interest in the speaker’s perspective and foster deeper connections. Active listening is crucial in building trust, resolving conflicts, and fostering collaboration in personal and professional settings. When individuals feel heard and understood, they are more likely to express themselves openly and work towards shared goals. Therefore, mastering active listening is essential for effective communication and relationship-building.

Understanding Active Listening Coaching

Active listening coaching is a specialized form of coaching that goes beyond basic listening skills training. While traditional training may focus on teaching general principles and techniques, active listening coaching offers personalized guidance and support tailored to each individual’s unique needs, challenges, and goals. Active listening coaching can help managers become great managers and make them lead their teams to success.

Components of Active Listening Coaching:

  1. Personalized Assessment: Active listening coaches begin by conducting a personalized assessment to understand the client’s current listening habits, strengths, and areas for improvement. This assessment may involve self-reflection exercises, questionnaires, or even observation of real-life interactions.
  2. Identification of Listening Barriers: Coaches work with clients to identify any barriers to effective listening. These barriers could include distractions, biases, preconceived notions, or emotional triggers that prevent the client from fully engaging with the speaker’s message.
  3. Practical Strategies and Techniques: Based on the assessment, coaches develop customized strategies and techniques to help clients overcome their listening barriers and enhance their active listening skills. These strategies may include exercises to improve concentration, mindfulness practices to stay present in the moment, or communication techniques to demonstrate empathy and understanding.
  4. Role-Playing and Simulation: Active listening coaches often use role-playing and simulation exercises to help clients practice their newfound skills in a safe and supportive environment. These exercises allow clients to experiment with different listening approaches, receive immediate feedback from the coach, and gain confidence in their ability to engage effectively with others.
  5. Feedback and Reflection: Throughout the coaching process, coaches provide ongoing feedback and support to help clients refine their active listening skills. They encourage clients to reflect on their experiences, identify areas of progress, and set achievable goals for further improvement.
  6. Accountability and Follow-Up: Active listening coaches hold clients accountable for implementing the strategies and techniques discussed during coaching sessions. They may establish action plans, set milestones, and schedule follow-up sessions to track progress and provide additional support.
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Why active listening coaching is beneficial? 

Active listening skills training offers several key benefits:
  1. Improved Relationships: Effective communication is foundational to relationships. Active listening skills enable individuals to understand others better, fostering trust and deeper personal and professional connections.
  2. Enhanced Problem-Solving: Active listening helps gather information and identify underlying issues, facilitating collaborative problem-solving. Teams equipped with active listening skills generate innovative solutions and overcome challenges more efficiently.
  3. Increased Productivity: Clear communication reduces misunderstandings and errors, boosting team productivity. With active listening, teams work cohesively, make decisions confidently, and accomplish tasks efficiently.
  4. Better Leadership: Active listening is vital for effective leadership. Leaders who listen attentively understand their team’s needs, fostering a culture of trust and respect. This leads to a more engaged workforce and greater organizational success.
  5. Improved Customer Relationships: Active listening builds rapport and satisfaction in customer-facing roles. Employees trained in active listening skills can better understand customer needs, leading to higher satisfaction levels and increased loyalty.

Active listening online training courses

In today’s digital age, online training offers a convenient and accessible way to develop active listening skills. Various platforms and organizations offer specialized courses and resources tailored to enhance listening abilities. These online training programs typically provide structured lessons, interactive exercises, and practical tools to help participants cultivate effective listening habits. Whether you’re a professional seeking to improve communication in the workplace or an individual looking to enhance personal relationships, online training can offer valuable insights and strategies to become a better listener.
  • Active Listening Skills – The Ultimate Guide: This comprehensive course on Udemy covers a wide range of topics related to active listening. It includes practical techniques, exercises, and real-world examples to help participants understand the importance of active listening and apply effective listening strategies in various contexts. The course may cover topics such as improving concentration, reducing distractions, and using empathy to enhance communication.
  • Effective Listening Skills: The Art of Understanding: Offered by the University of California, Irvine, this course on Coursera provides a structured approach to developing effective listening skills. Participants learn about the principles of active listening, the role of empathy in communication, and strategies for overcoming barriers to active listening. The course may include video lectures, readings, quizzes, and peer-reviewed assignments to reinforce learning.
  • Active Listening: A Practical Guide:  This course on LinkedIn Learning offers practical guidance on becoming a better listener. It may cover topics such as active listening techniques, body language cues, and active listening exercises. Participants learn to apply these skills professionally and personally to improve communication and build stronger relationships.
  • Listening Skills Training: Developed by Corporate Coach Group, this training program focuses on honing listening skills for effective communication in the workplace. Participants learn the importance of listening in leadership, teamwork, and customer service roles. The program may include interactive workshops, role-playing exercises, and practical tips for active listening.
  • The Power of Listening: Skillsoft offers this course to enhance listening skills for better understanding and collaboration. Participants learn about the benefits of active listening, strategies for active listening in meetings and negotiations, and techniques for responding effectively to others. The course may include video modules, interactive scenarios, and self-assessment quizzes.
  • Advanced Listening Skills Workshop: This workshop by the Management Training Institute delves into advanced listening techniques and strategies for professionals seeking to improve their communication effectiveness. Participants learn about active listening in leadership, coaching, and conflict resolution contexts. The workshop may include group discussions, case studies, and hands-on activities to reinforce learning.
  • Active Listening Masterclass:  Developed by DevelopHer, this masterclass offers in-depth training on active listening skills. Participants learn about the principles of active listening, empathetic listening techniques, and strategies for overcoming common listening barriers. The masterclass may include lectures, interactive exercises, and personalized feedback to support participants’ development as active listeners.
  • Listening Skills for Healthcare Professionals: Tailored specifically for healthcare professionals, this course by the Center for Communication in Medicine provides training on active listening techniques to enhance patient care and communication. Participants learn to listen empathetically, ask probing questions, and respond effectively to patient concerns. The course may include case studies, role-playing exercises, and simulations to simulate real-world patient interactions. Here are some active listening questions which help you become a better listener.
  • Listening for Understanding: Training Connection offers this course to develop active listening skills for improved comprehension, collaboration, and conflict resolution in professional environments. Participants learn the importance of active listening in building trust and rapport with colleagues and clients. The course includes active listening exercises such as interactive workshops, group activities, and self-assessment tools to support participants’ learning journey.
  • Effective Communication: Listening and Responding: Vital Learning provides this course focused on improving listening and responding skills to facilitate clearer communication and stronger relationships. Participants learn about the components of active listening, including verbal and nonverbal cues, and practice active listening techniques through role-playing and group discussions. The course may also cover strategies for responding empathetically and constructively to others’ messages.

To wrap up

Active listening isn’t passive; it’s an intentional choice to connect with others on a profound level. Through coaching and training, managers can unlock the full potential of their listening skills, reaping benefits in both personal and professional spheres. By embracing active listening, you can foster deeper connections, resolve conflicts more effectively, and drive organizational success. As you continue on the journey of growth and development, let us remember that listening is not just with our ears but our hearts and minds.

Aastha Bensla

Aastha, a passionate industrial psychologist, writer, and counselor, brings her unique expertise to Risely. With specialized knowledge in industrial psychology, Aastha offers a fresh perspective on personal and professional development. Her broad experience as an industrial psychologist enables her to accurately understand and solve problems for managers and leaders with an empathetic approach.

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Crafting a Winning Leadership Development Strategy

Crafting a Winning Leadership Development Strategy

A successful leadership development strategy is essential for organizations striving for growth, innovation, and success. In today’s business landscape, effective leadership development programs are critical for fostering the skills, competencies, and behaviors necessary for leaders at all levels of an organization. By investing in leadership development, businesses can enhance employee engagement, drive company culture, and gain a competitive advantage in the market. A strategy ties it all together, but how do you develop a good one? Let’s figure out. 
Table of Contents

What’s even Leadership Development?

Leadership development is a dynamic process of continuous improvement that focuses on honing leadership skills, competencies, and styles. It is about personal development and building effective leaders who can navigate complex business challenges and drive success. A modern leadership development perspective emphasizes adaptability, innovation, and the ability to lead in diverse contexts. It equips individuals with the necessary skills and knowledge to lead effectively, inspire teams, and achieve organizational goals.

The criticality of Leadership Development in today’s business landscape

Effective leadership development is critical for organizations to thrive and overcome challenges in today’s rapidly evolving business landscape. Think about it simply: if your team’s leaders cannot set expectations or actively listen to the issues employees face, are you likely to succeed? Such leadership skills are vital in developing business leaders who can drive innovation, adapt to change, and navigate complex business environments. For L&D leaders, it is imperative to think of this before the symptoms become full-blown issues with organization-wide impact. 

What happens when L&D has no strategy for this?

Without a clear leadership development strategy, learning and development efforts lack direction, focus, and effectiveness. While some of your leaders could be very motivated and take up learning on their own, others would need guidance and are struck by the sheer number of choices available on the internet. And yet, there could be more leaders who need help understanding exactly where they need help. To tie it all up, leaders and their development are a concern for the organization that’s planning its future journeys. Independent and unaligned paths would hardly suit your vision or needs. Hence, without a leadership development strategy, a lot of tension can become our buddy! That sounds terrible, but before jumping onto the solutions, let’s look at some signs that your leadership development strategy needs a revamp.

Signs that your team is missing a leadership development strategy

  • There is no shared understanding of what good leadership entails. There is little that managers can refer to when they are stuck. 
  • Managers and leaders feel that their professional development is not prioritized. As a result, there’s a disconnect and higher turnover.
  • Poor performance and productivity of teams due to lack of guidance and support from the managers.
  • Inability to adapt to changes in the industry or market as the leadership is stuck with older ideas.

The Pillars of an Effective Leadership Development Strategy

Crafting an effective leadership development strategy involves identifying key pillars that form the foundation of the program. These pillars ensure the strategy is accessible, personalized, and aligned with the organization’s vision, succession planning, and talent development needs. By incorporating these pillars, you can create comprehensive leadership development programs that benefit leaders at all levels of the organization.
A few key tenets of a good leadership development strategy should include: 

Accessible and Acceptable to a Diverse Audience

An effective leadership development strategy should be accessible and acceptable to a diverse audience. It should consider the varied contexts, backgrounds, and needs of individuals within the organization. By adopting an inclusive approach, organizations can create leadership development programs that cater to diverse leadership styles, perspectives, and experiences. Inclusive leadership development strategies encourage employee engagement, foster a culture of belonging, and enhance leadership effectiveness. It recognizes and values each individual’s unique strengths and contributions, fostering a sense of inclusion, belonging, and employee engagement through training.

Balances Personalization With the Organizational Vision

A successful leadership development strategy personalizes goals while aligning them with the organization’s vision, values, and business strategy. It ensures that leaders have the skills, competencies, and behaviors necessary to drive success while embodying the company’s culture and values. Organizations should create opportunities that resonate with leaders’ aspirations, preferences, and learning styles by tailoring leadership development plans to individual needs, as they are likely to find them much more relatable and valuable that way. Personalization enhances engagement, motivation, and retention, as leaders feel invested in their growth and development.

Strategically Aligned With Succession and Hiring Plans

A vital aspect of an effective leadership development strategy is aligning it strategically with succession planning and talent development efforts. Considering the organization’s future leadership needs, you can groom and prepare leaders for senior leadership roles, ensuring a smooth leadership transition and continuity in business operations. Similarly, by keeping the leadership development strategy robust, you can ensure that you are hiring people only for the areas you need. At the same time, some other capabilities can be groomed and built within the existing team members.  Read more: How Succession Planning And Leadership Development Go Hand-in-Hand With 5 Examples

Multimodal Approach

An effective leadership development strategy incorporates a multimodal approach, recognizing that individuals have different learning styles and preferences. There are several ways to approach leadership development:
  • leadership training programs
  • coaching
  • mentorship
  • experiential learning
A multimodal approach allows leaders to engage with development opportunities in ways that best suit their learning style, enabling them to acquire and apply new skills and knowledge effectively. Combining diverse learning methods can create a comprehensive leadership development experience that aligns with leaders’ needs, preferences, and goals.

Applicable at All Levels

A successful leadership development strategy should apply to leaders at all levels of the organization, from entry-level to senior leadership positions. It recognizes that leadership development is crucial for team members in management roles, emerging leaders, and even senior leaders who continuously evolve their leadership skills. It becomes super important when we recognize the fact that frontline managers are the ones who interact the most with employees. Yet, they remain out of the scope of most development initiatives.  Leadership development programs should span various leadership levels, incorporating different developmental needs, competencies, and skill sets required at each level. By providing development opportunities for leaders at all levels, organizations can create a pipeline of competent leaders who are well-equipped to navigate future challenges, drive success, and inspire their teams.
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Setting Up Your Leadership Development Strategy

“Strategy” sounds like a heavy word, but fret not! You can effectively develop a winning leadership development strategy for your team by keeping the essential ideas listed above in mind.  Before everything else, you must establish a clear plan and set up some basics. This section will outline key considerations for introducing a successful strategy, including aligning leadership approaches with vision and values, identifying key stakeholders, addressing common challenges, and creating cultural changes alongside development efforts. So, let’s hop right on.

Alignment of the leadership approach with vision and values

Aligning leadership approaches with the organization’s vision and values is essential for effective leadership development. Leadership style is critical in shaping company culture, employee engagement, and overall success. Hence, before you craft a leadership development strategy for your team, consider what leadership and leadership development stand for. Defining your team’s values, leadership vision, and competency framework sets the goals for the leadership development strategy to work toward.

Identifying key stakeholders in the process

Identifying key stakeholders in the leadership development process ensures collaboration, support, and successful implementation of the strategy. Essential stakeholders include leaders, HR, employees, and change management teams. By involving key stakeholders, you can gain valuable insights, ensure buy-in for training, and create a culture of positive change. Moreover, their support is essential to ensure that your efforts bear fruit. 

Build a murder board 

Building a murder board is like playing the devil’s advocate. Before presenting and implementing your plan, set up a meeting where you critically analyze and scrutinize every aspect of your leadership development strategy. Rigorously question and challenge the assumptions, logic, and feasibility of the plan. The goal is to expose any potential shortcomings or risks that could undermine the success of the mission or operation. For instance, you might have assumed that managers would like your idea of an hour-long class after office hours, but what if they hate sticking around for an hour more? That’s just the tip of the iceberg; there are many more issues that you can see once you look at them with a minute lens. You can modify and adjust your strategy around such concerns after this exercise.  Read more: Finding The Missing Pieces: What Makes Leadership Training Successful

Think of the cultural changes to make alongside

Introducing cultural changes alongside leadership development efforts is crucial for success. A supportive company culture enhances employee engagement, fosters a sense of belonging, and promotes effective leadership development. On the other hand, if your organization’s culture is not prepared to handle and implement a new vision of leadership development, your strategy is bound to get stuck at every step possible. Primarily, cultural changes are not always about agreeing to learn. They are more about embracing new insights and adopting them quickly as they come.  

The Framework for Developing Leadership Strategies

A well-defined framework provides structure and guidance for developing effective leadership strategies. In this section, we will explore the vital elements of a leadership development framework, including defining leadership competencies, assessing development needs, identifying available resources, and incorporating leadership maturity and strategy integration.

Define leadership for your organization with competencies

Defining leadership for your organization involves identifying the critical competencies required for effective leadership. These competencies are a foundation for leadership assessment, development, and succession planning. An example of a competency framework is communication, strategic thinking, decision-making, and team management skills.

Assess needs and outline areas you need to work in

Assessing development needs is essential for creating effective leadership strategies. By understanding the organization’s current and future business needs, leaders can identify areas that require development and design appropriate training programs, coaching, and mentoring opportunities. Strategic planning enables leaders to prioritize development efforts based on business objectives and goals. P.S. Risely’s leadership skill assessments can help you out here, check out some for free!

List available, acceptable, and accessible resources

Listing available, acceptable, and accessible resources facilitates the successful implementation of leadership development strategies. These resources include leadership training programs, professional development opportunities, coaching, mentoring programs, and support systems. Providing a range of resources ensures leaders have access to the tools and support necessary for their development. While doing this, keep your resource constraints (financial as well as temporal) in mind! 

Incorporate leadership maturity into your strategy

Integrating leadership maturity into the strategy recognizes that leadership development is a journey, and leaders progress through different growth stages. By understanding and incorporating leadership maturity, you can tailor development strategies to meet leaders’ evolving needs, provide appropriate challenges, and support ongoing growth and development.

Fit the strategy into daily business operations

Integrating the leadership development strategy into daily business operations ensures its effectiveness and sustainability. Leaders can seamlessly incorporate new skills, behaviors, and mindsets into their roles by aligning development efforts with daily workflows. This integration enhances leadership effectiveness, drives organizational success, and supports a culture of continuous development.

Maximizing the Impact of Your Leadership Development Program

To maximize the impact of a leadership development program, organizations must consider critical strategies, including creating learning opportunities around moments of need, effective communication, embracing the cycle of trial and error, and collecting and implementing feedback.

Creating learning opportunities around moments of need

Creating learning opportunities that align with moments of need helps leaders acquire and apply knowledge and skills more effectively. Just-in-time training, on-demand resources, and targeted development opportunities close skills gaps facilitate mastery and enhance leadership capabilities. The best thing about such opportunities is that the need is visible to the candidate. Hence, they are ready to learn while having a chance to apply and test their learning. 

Communicating ‘the why’ to inspire and motivate

Clear communication of the leadership development program’s purpose, goals, and benefits inspires and motivates leaders by articulating “the why” behind the program. Leaders are more likely to be engaged, committed, and encouraged to participate actively in development efforts when they see where the plan leads. Instead of relying solely on your organizational leadership development strategy, collaborating with managers to understand their goals and tying both together will help you make a difference.

Embracing the cycle of trial and error in strategy development

Embracing the cycle of trial and error promotes continuous improvement in leadership development strategies. Organizations can refine and enhance the strategy over time by experimenting, learning from failures, and making necessary adjustments. This iterative approach lets you identify what works best for needs, teams, and organizational goals, driving long-term success.

Think feedback 

Collecting and implementing feedback is crucial for the success of a leadership development program. It enables organizations to evaluate program effectiveness, gather insights, and make necessary improvements. Analyze feedback to identify trends, areas of improvement, and success stories, and make data-driven decisions to enhance the program continuously. Consider the following approaches to collect feedback:
  • Conduct regular performance reviews to gather feedback on leaders’ development progress.
  • Encourage leaders to seek feedback from their teams, peers, and mentors for self-improvement.
  • Utilize employee surveys and engagement surveys to gather feedback on leadership development initiatives.
  • Incorporate feedback mechanisms like focus groups or suggestion boxes to gather input on program improvements.

Join hands with Risely

Collaborating with Risely, an innovator in the leadership development space, offers unique opportunities for organizations to enhance their leadership development programs. Risely focuses on creating development opportunities that suit the manager’s needs and work in their context. By partnering with Risely, you can experience growth through microlearning and support from an A.I. coach, Merlin. Want to check out how it works? Set up a free 14-day trial here (P.S. You don’t need a credit card to get started)

Conclusion

Crafting a winning leadership development strategy requires careful consideration and alignment with your organizational vision. Setting up your leadership development strategy involves aligning your leadership approach with company values, identifying key stakeholders, and preparing for potential challenges. Cultural changes may also be necessary to support the implementation of your strategy. To maximize the impact of your leadership development program, communicate the purpose and benefits of the program to inspire and motivate participants and embrace the cycle of trial and error for continuous improvement. In conclusion, a well-crafted leadership development strategy is essential for nurturing and growing influential leaders within your organization. 

Deeksha Sharma

Deeksha, with a solid educational background in human resources, bridges the gap between your goals and you with valuable insights and strategies within leadership development. Her unique perspectives, powered by voracious reading, lead to thoughtful pieces that tie conventional know-how and innovative approaches together to enable success for management professionals.

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Top 4 things to include in leadership development program for women

Top 4 things to include in leadership development program for women

Women are flourishing and becoming pioneers in every field you can think of. We see more and more women entering all kinds of workplaces and bringing value to their work. However, when it comes to the top leadership positions, we see very little female representation. The leadership roles continue to remain male-dominated. This would make you think that if women are doing great as individual contributors and team leads or managers, why do we see fewer women in the top roles of a company?  In this blog, we will delve into the current landscape of women in leadership and highlight the barriers women leaders face. We will also discuss how there seems to be a significant gap in leadership development for women. Many miss out on coaching opportunities due to various reasons. We will explore these challenges and provide solutions to make leadership development framework for women leadership coaching to be made more accessible. 
Table of Contents

The Current Landscape of Women in Leadership

Leadership Gap Between Men and Women

Despite women’s remarkable progress in various professional fields, a significant gender gap persists in leadership roles. Studies consistently reveal that women are underrepresented in top leadership positions across industries worldwide. While women excel as individual contributors, team leaders, and managers, their ascent to the highest echelons of corporate leadership remains limited.

Consequences of this Gap

The absence of female representation in leadership has profound repercussions for organizations and society. It perpetuates gender inequality, stifles diverse perspectives in decision-making processes, and hampers organizational innovation and performance. Moreover, the absence of women in top leadership roles deters aspiring female leaders, fostering a culture of limited ambition and unrealized potential.

Women Missing out on Coaching

One contributing factor to the leadership gap is women’s unequal access to leadership coaching and development opportunities. While some women receive mentorship and coaching, many encounter barriers that prevent them from accessing these valuable resources. Factors such as lack of sponsorship, gender bias in selection processes, and limited resources impede women’s ability to access coaching programs tailored to their leadership needs. Know more about the top 5 qualities that make a great manager here!
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Barriers Leading to the Leadership Gap

Societal Barriers

Societal norms and stereotypes play a significant role in perpetuating gender disparities in leadership. For example, traditional gender roles often dictate that women are primarily responsible for caregiving and domestic duties, while men are expected to prioritize their careers. This societal expectation can create barriers for women aspiring to leadership roles, as they may face judgment or discrimination for prioritizing their careers over family obligations. Additionally, cultural stereotypes about leadership attributes, such as assertiveness and decisiveness, may disproportionately disadvantage women exhibiting these traits, leading to exclusion from leadership positions.

Organizational Barriers

Organizational structures and cultures can inadvertently reinforce gender biases, hindering women’s advancement in leadership. For instance, research has shown that women are less likely to receive promotions or be considered for leadership roles than their male counterparts, even with similar qualifications and performance records. Biases in recruitment and selection processes, such as the tendency to favor male candidates or undervalue women’s contributions, contribute to the underrepresentation of women in leadership. Moreover, workplace cultures prioritizing long hours and face time may disadvantage women who require flexibility to balance their professional and personal responsibilities, further impeding their career progression.

Economic Barriers

Economic factors, such as wage disparities and unequal access to resources pose significant challenges to women’s leadership development. For example, women often earn less than men for similar work, limiting their financial resources and ability to invest in education, training, or professional development opportunities. This wage gap affects women’s economic security and undermines their confidence and bargaining power in the workplace. Additionally, women are more likely to bear the financial burden of caregiving responsibilities, such as childcare or eldercare, which can further constrain their ability to pursue career advancement opportunities that require time and resources.

Personal Barriers

Internalized stereotypes and self-doubt can present formidable barriers to women’s leadership aspirations. For instance, women may internalize societal messages that suggest they are less competent than men in leadership roles, leading to imposter syndrome or feelings of inadequacy. These negative self-perceptions can undermine women’s confidence and ambition, causing them to hesitate to pursue leadership opportunities or self-select out of consideration for advancement. Furthermore, the expectation that women should prioritize family responsibilities over their careers can create conflicting pressures and emotional burdens, making it challenging for women to commit to their professional development and advancement fully.

How can leadership development program for women help?

1.   Skill Development: Leadership program for women can offer specific modules or workshops designed to develop skills that are particularly beneficial for women in leadership roles. For example, workshops on assertive communication techniques can help women navigate assertiveness challenges commonly associated with gender stereotypes. Leadership simulations or role-playing exercises can allow women to practice decision-making and strategic thinking in a safe and supportive environment. Here are 8 essential leadership skills for becoming a great manager! 2.   Confidence Building: Training initiatives can incorporate activities to boost confidence and self-esteem among women leaders. For instance, leadership retreats or seminars may include inspirational talks from successful female leaders who share their experiences and strategies for overcoming self-doubt. Additionally, peer coaching or mentoring circles can provide women with a supportive network of peers who offer encouragement and constructive feedback to build confidence. 3.   Networking and Mentorship: Leadership program for women can facilitate networking opportunities and mentorship relationships essential for women’s career advancement. For example, leadership development workshops may include networking sessions where participants can connect with industry leaders and potential mentors. Formal mentorship programs can pair aspiring women leaders with senior executives who provide guidance, support, and advocacy for their career development. 4.   Personalized Development Plans: Training initiatives can offer personalized coaching and development plans tailored to women leaders’ individual needs and goals. For instance, women may undergo assessments or self-reflection exercises to identify their strengths, areas for improvement, and career aspirations. These insights allow coaches to create customized leadership development program for women focusing on targeted skill-building activities, career-planning strategies, and personal growth opportunities.

Making leadership development program for women Accessible

1.   Flexible Delivery Methods: Leadership program for women can leverage technology to offer flexible delivery methods that accommodate women’s diverse needs and preferences. For example, virtual coaching platforms or mobile apps can provide on-demand access to coaching resources, self-paced learning modules, and virtual coaching sessions. These flexible options empower women to engage in coaching activities at their convenience, regardless of location or schedule constraints. 2.   Financial Support: Organizations can offer financial support or scholarships to make leadership coaching more affordable and accessible to women from underrepresented or disadvantaged backgrounds. For instance, companies may allocate budgetary resources for coaching stipends or reimbursement programs for women leaders. Alternatively, organizations can partner with external sponsors or philanthropic organizations to fund coaching scholarships for women in need. 3.   Diverse and Inclusive Coaching Teams: Leadership program for women should prioritize diversity and inclusion by ensuring that coaching teams reflect women leaders’ diverse backgrounds and experiences. For example, coaching programs may intentionally recruit coaches from diverse racial, ethnic, and cultural backgrounds who can relate to the unique challenges women from different identities face. Additionally, coaches with expertise in diversity, equity, and inclusion can provide valuable insights and support for women navigating systemic barriers in their leadership journey. 4.   Targeted Outreach and Promotion: Organizations can engage in targeted outreach and promotion efforts to raise awareness of coaching opportunities and encourage women to participate. For instance, companies may host informational webinars or networking events specifically tailored to women leaders to showcase the benefits of women leadership coaching and provide insights into the coaching process. Additionally, organizations can collaborate with women’s leadership organizations, professional associations, and alumni networks to promote coaching programs and facilitate referrals for interested participants.

To conclude

In conclusion, addressing the gender bias in leadership requires a multifaceted approach encompassing training, coaching, and systemic change. By recognizing and addressing the barriers that hinder women’s advancement in leadership roles, organizations can create more inclusive and equitable environments where women can thrive and reach their full potential. Leadership program for women equip them with the skills, confidence, and support networks necessary to overcome obstacles and succeed as leaders. Additionally, making women leadership coaching accessible to diverse backgrounds ensures that all women can access valuable resources and support for their leadership development. By investing in leadership development program for women and fostering a culture of inclusion and diversity, organizations can drive meaningful change and unlock the untapped potential of women leaders. Together, we can build a future where leadership is truly gender balanced.

Aastha Bensla

Aastha, a passionate industrial psychologist, writer, and counselor, brings her unique expertise to Risely. With specialized knowledge in industrial psychology, Aastha offers a fresh perspective on personal and professional development. Her broad experience as an industrial psychologist enables her to accurately understand and solve problems for managers and leaders with an empathetic approach.

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How To Make Leadership Development Programs Succeed In Your Organization?

How To Make Leadership Development Programs Succeed In Your Organization?

Leaders and managers are the most crucial cogs in your organizational machinery. And thus, it’s essential to ensure that their needs are addressed. Professional and personal growth are among the top ones of these. But sadly enough, a lot of leaders are dissatisfied with development programs and opportunities provided by their organization. This lack of opportunities ranks highly among the reasons for turnover, too. Quality leadership development programs are the solution to saving your teams from such crises. This blog will discover how an L&D team can create and run a successful leadership development program. We will also look into the most common mistakes and ways to overcome them together. So, let’s get started. 
Table of Contents

What is a leadership development program? 

A leadership development program is a structured initiative designed to cultivate and enhance individuals’ skills, competencies, and attributes to prepare them for organizational leadership roles. These programs typically aim to identify and nurture high-potential employees, providing them opportunities for growth, learning, and mentorship. Leadership development programs often incorporate various components, such as workshops, seminars, coaching sessions, experiential learning activities, and mentorship opportunities. The content of these programs may cover topics such as strategic thinking, communication skills, decision-making, team building, emotional intelligence, and change management.  A leadership development program provides the tools to ensure effectiveness in roles and paves the way for career success. It focuses on incorporating the mindset and solutions that align well with your organizational setup. For the organizations, leadership development programs offer many benefits: 
  • Leadership development programs demonstrate your commitment to employee’s professional growth and success
  • They help you build high-performing managers and teams equipped to handle challenges 
  • Leadership development programs are a great way to learn and innovate as a team continuously 

Different types of leadership development programs

Leadership development programs can come in different shapes and sizes. They are often customized to suit the organization’s or individual attendees’ needs. The most common formats that we can see include: 
  1. Formal Leadership Training Programs: These are structured programs often designed for emerging leaders or high-potential employees. They typically involve a series of workshops, seminars, and activities aimed at developing leadership skills over a defined period.
  2. Executive Leadership Programs: Tailored for senior executives and leaders, these programs focus on strategic leadership, decision-making, and managing complex organizational challenges. They may include executive coaching, peer learning, and immersive experiences.
  3. Mentorship Programs: Pairing junior or mid-level employees with experienced leaders or mentors to provide guidance, support, and career development opportunities. Mentorship programs can be formal or informal and focus on individualized growth and skill development.
  4. Coaching Programs: Similar to mentorship programs but with a more structured approach, coaching programs involve one-on-one coaching sessions between a trained coach and a leader. These sessions aim to enhance self-awareness, goal-setting, and leadership effectiveness.
  5. On-the-Job Training: Providing leadership development opportunities within the context of daily work responsibilities. It can include stretch assignments, job rotations, and project-based learning, allowing leaders to learn and apply skills in real-world situations.
Regarding skills and focus areas, leadership programs vary a lot. They can be generic (e.g., focusing on team management skills) or specific (e.g., focusing on time management skills for new managers.) Leadership programs focus on – 
  • Hard managerial skills such as time management, decision-making, and strategic thinking. 
  • Soft managerial skills like conflict resolution and assertive communication. 
  • Fostering the right mindset and processes for team success, such as a growth mindset. 

Why should you invest in a leadership development program as an L&D leader? 

As an L&D leader, you can significantly impact organizational success through the learning and growth initiatives you lead for the team. The effectiveness of the leadership and managerial function also demonstrates the power of your L&D skills. Here are the top reasons why an L&D leader should build a leadership development program for their organization:  Investing in a leadership development program is crucial for an L&D (Learning and Development) leader for several reasons:
  • Organizational Success: Effective leadership is essential to drive success and achieve strategic objectives. A well-developed leadership team can inspire and motivate employees, foster innovation, and navigate complex challenges, ultimately contributing to business growth and sustainability.
  • Talent Retention and Engagement: Leadership development programs demonstrate a commitment to employee growth and career advancement, which can enhance employee satisfaction, loyalty, and retention. When employees see opportunities for leadership development within the organization, they are more likely to remain engaged and invested in their roles.
  • Succession Planning: Developing a pipeline of future leaders is critical for ensuring organizational continuity and stability, especially during transition or leadership turnover. By investing in leadership development, L&D leaders can identify and nurture high-potential talent, preparing them to assume leadership roles when needed.
  • Enhanced Performance: Effective leadership development programs equip leaders with the skills, knowledge, and capabilities needed to excel. By providing continuous learning and skill development opportunities, L&D leaders can empower leaders to perform at their best, drive results, and overcome challenges effectively.
  • Competitive Advantage: Investing in leadership development can give organizations a competitive edge by developing leaders who can innovate, adapt, and drive growth in a rapidly changing marketplace. Effective leadership development programs differentiate organizations as employers of choice and attract top talent seeking opportunities for growth and development.
In summary, investing in a leadership development program is not just an investment in individual leaders but an investment in the organization’s long-term success, growth, and resilience. But who are the right people to do this with? Let’s figure out in the next section. 
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Choosing the right candidates for a leadership development program

Ideally, leadership and management development programs are critical for the growth of anyone who has occupied these roles or is likely to occupy them shortly. But the fact remains that budget and capacity constraints often prevent us from applying such programs broadly. In such scenarios, here’s what you can do: Pick the most important people to attend, whose effectiveness has the most comprehensive scope to impact, and who need these interventions to succeed. Essentially, the candidates for a leadership development program that you are conducting should include: 
  • Skills gaps coverage: Include current managers and supervisors who would benefit from further developing their leadership capabilities. Before starting any development or learning programs, an assessment of the present standard of skills is necessary. You can pick people who need support from these assessments and identify the specific skills to support them. A good evaluation can also help you determine their best support methods. 
  • Succession planning: Are there some people on your team who you want to promote into managerial roles over the next few months? Then, it’s high time they embrace the manager mindset, starting with a leadership development program. Leadership development and succession planning give best results when they go hand in hand. 
  • Grooming potential leaders: These individuals may not currently hold formal leadership positions but show promise and motivation to take on leadership roles in the future. Consult team managers and leaders to identify these people along with assessments and give them the support needed to become 10x contributors. Even otherwise, ICs can gain proficiency in many critical skills for their jobs and become more effective contributors to the team overall.
  • The often overlooked: Most manager and leadership development programs focus on the top brass. So, without repeating the same mistakes, bring in the mid-level managers and supervisors who interact heavily with teams daily. Their presence and commitment can be an excellent motivator for change as their connections are way closer than those of top leaders with the team. 

Essential features for success for a leadership development program

With so many leadership development programs, what can make yours stand out? We have listed a few features that your audience will love – 
For the individual attendees: 
  • Personalization: No one likes a one-size-fits-all panacea that claims to resolve every problem but merely works on a couple. People love understanding their issues and solutions that work in their context. Hence, tailor your leadership development program to ensure your audience finds it meaningful. You can also include sections like a question and answer or a doubt resolution session to ensure your audience finds solutions that matter to them closely. It can include things about their challenges, how they enhance their strengths, and career development paths as leaders and managers. 
  • Engagement and value: No one wants to sit through boring lectures, so let’s not make them do that. Instead, design leadership programs as engaging and active sessions that facilitate discussions. Elements like team activities, discussion forums, and peer-to-peer learning opportunities through games can give a platform for effective relationships and connections among the participants that last beyond the initial event. Build these ideas into the itinerary to get more people talking and contributing to the program.
  • Reinforcement for retention: One familiar concern managers and leaders share after attending such programs is finding the right opportunities to apply what they have learned. For instance, the conflict resolution role play you did may not play out exactly as you intended in real life, and that happens more often than not. To beat this issue, try to provide solutions that have broad applicability. To build reinforcement, you can also share handouts, notes, and follow-up sessions.
For the organization 
  • Alignment with strategic objectives: A leadership development program appears valuable to a team only when they can see how it’s doing well with their strategic goals. As an L&D manager or program facilitator, your job is to figure out how to make this match. It can include things like:
    • Preparing the next generation of leaders for an organization and aligning with their succession planning. 
    • Covering the skill and abilities gap by focusing on specific areas such as problem-solving. 
    • Setting clear goals that combine with the organization’s long-term plans and the learning culture. 
  • Tangible impact: Every organization focuses on the impact while considering a leadership development program. Define clear performance metrics and key performance indicators (KPIs) to measure the impact and effectiveness of the leadership development program. It allows for ongoing evaluation and refinement of the program based on results. It also helps them determine the ROI and see changes resulting from the program directly.

Leadership Development Reimagined with Risely 

Leadership development programs are among the oldest tools out there that companies have used time and again. Yet, it often does not work satisfactorily due to some reason. Either the solutions are too cookie-cutter, the program itself is not conducted, or it fails to address the critical needs of the team. In such cases, it is important to ensure that you are catching these red flags early on and doing something to prevent your leadership program from hitting the same roadblocks. 
  • Establish the relevance of training: Managers and leaders are likely to see the most value and engage with the training heavily only when they can relate to the content and see how it comes in handy in their daily troubles. As a facilitator for a leadership development program, it becomes imperative that you showcase this relevance through examples, case studies, and real-life scenarios embedded throughout the event. For the L&D and senior leadership, it would be necessary to show how the program aligns with their strategic objectives. 
  • Keep delivery unique: Your content has little value if not delivered well. The contents of a leadership development program should be creative and split into modules of digestible size. If the audience does not find something new, they get bored. But if you throw a lot of new information at them, they get overwhelmed, too. Balancing the amount with the right delivery method for different types of learners is the key. 
  • Don’t overfocus on skills: The whole atmosphere of a leadership development program is hyper-focused on skills. But beyond that there are factors that can make or break your efforts, and often they are ignored. We are talking about context and behavioral factors. Inducing mindset and behavioral change by elaborating on the need and impact of building the said skills is super important to getting functional changes done. 
On these notes, Risely also helps make your leadership development programs top-notch by incorporating personalization at every step of the way. Risely begins by picking up your challenges and assessing your skills to create a leadership development roadmap that suits your need. With the AI leadership coach Merlin and many other exciting features, Risely is the leadership development buddy that every manager needs. 

Wrapping Up 

In today’s fast-paced and dynamic organizational landscape, effective leadership development programs are more critical than ever. Leaders and managers serve as the driving force behind organizational success, making it imperative to address their professional and personal growth needs. Yet, many leaders express dissatisfaction with available development opportunities, leading to turnover and missed growth opportunities. Quality leadership development programs offer a solution to this challenge, providing a platform for nurturing talent and cultivating essential leadership skills. 

Deeksha Sharma

Deeksha, with a solid educational background in human resources, bridges the gap between your goals and you with valuable insights and strategies within leadership development. Her unique perspectives, powered by voracious reading, lead to thoughtful pieces that tie conventional know-how and innovative approaches together to enable success for management professionals.

Check out Risely with a free 14-day trial today!

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Personal Leadership Development Plans: All You Need To Know In 2024

Personal Leadership Development Plans: All You Need To Know In 2024

Effective leadership skills are in high demand in today’s fast-paced and ever-changing world. Whether you are an aspiring or experienced professional, personal leadership development plans can be crucial in your journey toward becoming an effective leader. This blog will explore personal leadership development plans and why they matter in 2024. We will also delve into the critical components of a personal leadership development plan, providing examples and insights along the way. So, let’s dive in and discover how you can chart your path to leadership success.
Table of Contents

What are Personal Leadership Development Plans?

A personal leadership development plan is a structured framework designed to enhance your leadership skills and capabilities. It is a roadmap that helps you identify your current strengths, weaknesses, and opportunities for growth and provides actionable steps to achieve your leadership goals. A personal leadership development plan focuses on self-awareness, personal growth, and professional development, aiming to transform you into an effective leader who can confidently and competently navigate today’s complex business environment.

Why Leadership Development Matters to You in 2024

Leadership development has never been more critical than today, especially in the dynamic business landscape of 2024. Navigating today’s complex business environment requires leaders with diverse skills, from effective communication to strategic decision-making. Investing in leadership development is crucial for your professional growth and success. Here’s why leadership development matters to you:
  • Embracing leadership qualities as an essential strategy for professional growth: Today’s employers value leadership skills and seek individuals who can inspire, motivate, and lead teams to achieve goals. Investing in your leadership development will enhance your employability and position you as a top talent.
  • Leveraging leadership development opportunities to stay ahead in leadership roles: The business landscape constantly evolves, and leaders must continually adapt to new technologies, market trends, and industry best practices. For instance, as the AI revolution takes over workplaces, managers must be ready to take up AI-led transformation before enabling it for their teams. Leadership development programs provide you with the skills and knowledge needed to stay ahead of the curve and excel in leadership roles.
  • Recognizing the powerful tool of effective leadership development in new job exploration: Employers often look for candidates who demonstrate leadership capabilities when seeking new job opportunities. Investing in your leadership development increases your chances of securing new, exciting roles and advancing your career.
  • Harnessing leadership development programs as educational opportunities: Leadership development programs enhance your leadership skills and provide valuable educational opportunities. These programs offer insights into the latest leadership theories, best practices, and case studies, enabling you to expand your knowledge and stay up-to-date with industry trends.

How does a personal leadership development plan tie up with organizational L&D efforts?

A personal leadership development plan aligns with an organization’s Learning and Development (L&D) efforts. It aligns personal leadership development with organizational goals and business strategies. Here’s how a personal leadership development plan ties up with organizational L&D efforts:
  • Aligning personal leadership development with organizational leadership development strategy: An effective personal development plan considers the leadership skills and qualities valued by the organization. By aligning your personal goals and development plan with the organization’s leadership development strategy, you ensure that your efforts align with the organization’s overall goals.
  • Fostering effective communication and clear goals in personal leadership development plans: Effective communication is essential for successful leadership, and personal leadership development plans emphasize the importance of clear communication goals. 
  • Integrating tactical skills development into personal leadership action items: Tactical skills, such as project management, problem-solving, and decision-making, are critical for effective leadership. A personal leadership development plan should include specific action items that enhance these skills.
  • Embracing personal growth opportunities as part of organizational development goals: Organizational development often includes initiatives to foster personal growth and professional development. A personal leadership development plan can be integrated into these initiatives, allowing you to capitalize on the resources and opportunities provided by the organization.
  • Creating a structured framework for personal leadership development in sync with L&D: An effective personal leadership development plan provides a structured framework for growth and development. By aligning this framework with the organization’s L&D initiatives, you ensure that your personal development goals are supported and enhanced by the organization’s resources.
By aligning your personal leadership development plan with the organization’s goals, strategy, and initiatives, you create a powerful synergy that benefits you and the organization.
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The Foundation of a Personal Leadership Development Plan

The foundation of a personal leadership development plan lies in understanding and aligning with your core values, creating a personal vision statement, and establishing a leadership plan. Let’s explore each of these foundational elements:
  1. Identifying core values: Identify and reflect upon your core values, the guiding principles that shape your leadership style, decision-making, and behavior. Understanding your core values helps you establish a personal constitution, an inner compass that guides your leadership journey.
  2. Crafting a personal vision statement: Create a personal vision statement that reflects your leadership development goals and aspirations. A vision statement captures your desired future as a leader, inspiring and guiding your growth and influencing your actions and decisions.
  3. Developing a leadership plan: Develop a leadership plan outlining the steps you will take to enhance your leadership skills, close experience gaps, and achieve your leadership development goals. This plan should be based on self-assessment, feedback, and understanding of the skills and qualities needed for effective leadership.
By laying a solid foundation of core values, personal vision, and a leadership plan, you set yourself up for future growth and success as a leader.

Identifying Essential Skills to Master

Identifying and mastering essential leadership skills is crucial in personal leadership development. These skills are pillars of effective leadership, enabling you to inspire and guide others toward success. Here are some essential skills to consider:
  • Self-awareness: Understanding your strengths, weaknesses, and values is crucial in personal leadership development. It allows you to capitalize on your strengths, address areas for growth, and align your values with your leadership style.
  • Emotional intelligence: Developing emotional intelligence helps you better understand and connect with others, fostering strong relationships and effective communication. Emotional intelligence also enables you to navigate complex interpersonal dynamics and resolve conflicts.
  • Communication skills: Effective communication is critical to successful leadership in any setting. Mastering verbal and non-verbal communication skills and adapting your communication style to different audiences helps you convey your vision, inspire your team, and build trust.
  • Time management: Learning to prioritize tasks, manage deadlines, and avoid time-wasting activities is essential for effective leadership. Time management skills allow you to stay focused, accomplish goals, and lead by example, ensuring productivity and efficiency within your team.
  • Continuous learning: Leaders who continually seek to learn and grow are more adaptable and resilient in the face of change. Embrace opportunities for constant learning, such as workshops, courses, conferences, and reading, to stay updated with industry advancements and broaden your knowledge base.

Recognizing Experience Gaps to Close

Recognizing and closing experience gaps is an essential step in personal leadership development. Experience gaps are areas where you need more practical knowledge or skills for effective leadership. Here’s how to recognize and close experience gaps:
  • Conduct a self-assessment: Reflect on your experiences, skills, and capabilities to identify areas where you lack expertise or proficiency. A self-assessment can help you pinpoint specific areas for growth and development.
  • Seek feedback: Reach out to colleagues, mentors, and supervisors for constructive feedback. Their insights can shed light on blind spots and provide valuable input on areas that require improvement.
  • Set clear goals: Based on the feedback and self-assessment, create clear and measurable goals that align with your overall career objectives. These goals should be specific, challenging, and relevant to your leadership development.

Building New Relationships for Growth

Building new relationships is a key aspect of personal leadership development. Relationships provide support, guidance, and opportunities for growth. Here’s how you can create new relationships for your personal growth:
  • Cultivate relationships with team members: Building strong relationships with your team members fosters trust, collaboration, and effective communication. Take time to get to know each team member, understand their strengths, goals, and aspirations, and provide support for their professional development.
  • Seek mentors and role models: Identify mentors within your organization or industry who can guide and inspire you in your leadership journey. Seek mentorship opportunities, ask for feedback, and learn from their experiences to accelerate your growth.
  • Expand your professional network: Networking is a powerful tool for personal growth. Attend industry events, join professional organizations, and engage in online communities to connect with like-minded professionals, share insights, and learn from others’ experiences.
  • Participate in professional development programs: Take advantage of professional development programs offered by your organization or external sources. These programs provide opportunities to build new relationships, learn new skills, and gain valuable insights from industry experts.
  • Embrace diverse perspectives: Building relationships with individuals from diverse backgrounds, cultures, and experiences can broaden your horizons, challenge your assumptions, and foster innovative thinking. Seek opportunities to engage with diverse groups within and outside your organization.

Defining success in your objectives

Defining success is crucial when setting objectives for personal leadership development. By defining success, you can establish clear goals and create a roadmap. Here’s how to determine success in your leadership development objectives:
  • Set clear goals: Start by setting clear, specific, and measurable goals for your leadership development. Define what you want to achieve regarding personal growth and leadership capabilities. Your organization’s leadership competency framework can help you picture these goals better.
  • Develop a strategy: Design a leadership development strategy that outlines the steps and actions required to achieve your goals. You should align this strategy with your core values, personal vision statement, and development plan.
  • Measure progress: Regularly assess your progress towards your leadership development goals. Set milestones and benchmarks to track your growth and ensure that you are on track to achieve your objectives. While doing this, keep your constraints in mind. We want a realistic plan that works, not an exciting one that does not suit our needs. 

Charting Your Personal Leadership Development Journey

Now that you clearly understand personal leadership development plans and their importance, it’s time to chart your personal leadership development journey. No two leadership development journeys are the same, as they depend on individual goals, aspirations, and development needs. However, to better understand a personal leadership development journey, let’s explore an example of a personal leadership development plan.

Setting SMART Goals for Leadership Development

When developing a personal leadership development plan, setting SMART goals is essential. SMART goals are specific, measurable, attainable, relevant, and time-bound, providing a clear roadmap for your leadership development journey.  Let’s examine this with an example:  “By the end of the quarter, increase employee engagement scores by 10% through implementing regular one-on-one meetings with team members to provide coaching, feedback, and support.” This goal is 
  • Specific (focused on increasing employee engagement through one-on-one meetings)
  • Measurable (increase in engagement scores by 10%)
  • Achievable (feasible within a quarter)
  • Relevant (directly impacts employee engagement, a key leadership responsibility)
  • Time-bound (to be achieved by the end of the quarter)
Similarly, ensure that your leadership goals are expressed in metrics that you can directly measure and those that are valuable to you. Otherwise, you might end up getting confused on the way. Moreover, unspecified goals also make tracking progress harder.

The Role of Self-Assessment in Personal Leadership

Self-assessment plays a pivotal role in personal leadership development, enabling you to identify your strengths, weaknesses, and areas for growth. Here’s the importance of self-assessment in personal leadership development:
  • Conduct regular self-assessments: Reflect on your leadership skills, qualities, and experiences. Evaluate your performance, identify areas where you excel, and recognize areas where improvement is needed.
  • Utilize self-assessment tools: Take advantage of self-assessment tools, personality tests, and leadership assessments to gain deeper insights into your leadership capabilities. For instance, you can check Risely’s leadership skill assessments to get individual and team scores on key leadership areas. It sets a solid base for formulating a leadership development journey by encapsulating your strengths and areas of improvement in a single report.
  • Seek feedback from peers and team members: Actively seek feedback from those you work closely with, such as team members, peers, and supervisors. Their perspectives can provide valuable insight into your leadership style, communication skills, and areas for growth.
  • Reflect on personal growth: Self-assessment involves honest self-reflection. Reflect on your personal growth, achievements, and challenges, and learn from these experiences. Personal growth is a continuous journey, and self-assessment helps you identify opportunities for development and improvement.

Uncovering And Expressing Your Core Values

Uncovering your core values is an essential step in personal leadership development. Core values are the fundamental beliefs and principles that guide your decision-making, behavior, and leadership style. Here’s why uncovering your core values is crucial:
  • Align with your personal constitution: Your core values form the foundation of your constitution, the set of principles that govern your thoughts, actions, and leadership. Uncovering your core values allows you to live and lead authentically, in alignment with your beliefs.
  • Define the type of leader you want to be: Core values shape your leadership style, influencing how you interact with others, make decisions, and demonstrate integrity. By understanding and embracing your core values, you can define the type of leader you want to be and move towards that vision.
  • Guide your leadership development strategy: Core values serve as a compass guiding your leadership development strategy. They ensure that your leadership goals, actions, and decisions align with your core beliefs, promoting unity and consistency in your leadership journey.
  • Influence your communication and relationships: Core values influence how you communicate, build relationships, and collaborate. By aligning your values with your interactions, you create an environment of trust, respect, and authenticity—qualities essential for effective leadership.

Crafting a Personal Vision Statement

Crafting a personal vision statement is an essential aspect of personal leadership development. A personal vision statement captures your desired future as a leader, providing direction and purpose for your development journey. Here’s the importance of a personal vision statement:
  • Influence your actions and decisions: A personal vision statement helps you align your actions, decisions, and priorities with your long-term leadership goals. It serves as a reference point, helping you make choices that align with your vision of leadership success.
  • Foster future leaders: Your personal vision statement has the potential to inspire and influence others, fostering a new generation of leaders. By articulating your vision, sharing your journey, and mentoring others, you can encourage future leaders to strive for greatness.
  • Define what it means to be a great leader: Your personal vision statement defines what you believe constitutes a great leader. It encapsulates the qualities, values, and skills you think are essential for effective leadership, offering guidance and inspiration to those around you.

Evaluating Your Leadership Abilities

As you progress in your leadership development journey, it is essential to evaluate your leadership abilities continually. Evaluating your leadership abilities allows you to assess your strengths, identify areas for improvement, and take action to enhance your leadership skills. Doing so improves your leadership effectiveness and ensures your development plan remains on track.

Analyzing External Perceptions of Your Leadership

Analyzing external perceptions of your leadership is crucial for personal growth and development. External perceptions provide valuable insights into how others perceive your leadership qualities, communication skills, and overall effectiveness as a leader. Here’s why analyzing external perceptions is essential:
  • Seek constructive feedback: Seek feedback from colleagues, mentors, and supervisors regarding your leadership capabilities. Constructive feedback provides valuable information about areas of strength, areas for improvement, and blind spots that may prevent you from reaching your full potential.
  • Understand your impact: Analyzing external perceptions helps you understand how others perceive your leadership style and actions. This awareness allows you to make necessary adjustments to ensure your leadership aligns with your intentions and goals.
  • Identify areas for growth: External perceptions can uncover areas where you may need to focus your development efforts. You can create targeted development plans to enhance specific leadership skills or qualities by identifying these areas.
  • Leverage your strengths: External feedback also highlights your leadership strengths. Recognizing and leveraging these strengths can maximize your leadership effectiveness and add value to your team and organization.

Spotting Current and Lacking Leadership Skills

Spotting current and lacking leadership skills is essential in personal leadership development. By recognizing your current leadership skills and identifying areas for improvement, you can create targeted development plans to enhance your capabilities. Here’s how to spot current and lacking leadership skills:
  • Reflect on current leaders: Observe influential leaders within your organization or industry and identify the skills, qualities, and behaviors contributing to their success. Reflect on how your skills compare and areas where you can further develop.
  • Seek feedback and self-assess: Seek feedback from colleagues, team members, and mentors to gain insights into your current leadership skills. Conduct self-assessments to evaluate your performance, strengths, and opportunities for growth.
  • Identify lacking skills: Compare the skills required in your current or desired leadership roles with your capabilities. Identify areas where you may be lacking, such as communication, decision-making, or strategic thinking, and prioritize these skills for development.

Designing an Action Plan for Leadership Development

Designing an action plan is a crucial step in personal leadership development. An action plan outlines the specific steps, initiatives, and goals you will undertake to enhance your leadership skills and capabilities. It provides a structured framework for your personal growth and development. Let’s explore the key components of an effective action plan for leadership development.

Key Components of an Effective Action Plan

An effective action plan for personal leadership development consists of several key components. These components provide a structured framework that guides your growth and development. Here are the key elements of an effective action plan:
  • Set clear goals and objectives: Define specific, measurable, and time-bound goals that align with your personal vision statement, core values, and leadership development strategy.
  • Break down goals into action items: Identify specific action items and steps that you will take to achieve each goal. These action items should be actionable, specific, and aligned with your goals.
  • Create a timeline: Establish a timeline with deadlines for each action item, providing structure and accountability to your personal leadership development journey.
  • Seek resources and support: Identify the resources, tools, and support systems for your development. It can include attending workshops, enrolling in courses, seeking mentorship, or engaging in online communities.
  • Regularly review and adjust your plan: Review your action plan, assess your progress, and adjust as necessary. As you grow and new opportunities arise, flexibility in your plan allows for adaptation and growth.

Implementing the Personal Leadership Development Plan

Implementing your personal leadership development plan is crucial for turning goals into action and achieving your desired outcomes. Here’s how to effectively execute your leadership development plan:
  • Take regular action: Consistently take action on your action items and steps outlined in your plan. By taking regular action, you make progress towards your goals and ensure that your development stays on track.
  • Reflect and adjust: Regularly reflect on your progress, assess your development, and adjust your plan as needed. It allows you to stay adaptable, address challenges, and take advantage of new opportunities that arise along the way.
  • Seek feedback and support: Continuously seek feedback from mentors, colleagues, and team members. Their insights can provide valuable guidance, encouragement, and constructive feedback to inform your development journey.
  • Stay accountable: Hold yourself accountable for implementing your plan. Set milestones, track your progress, and celebrate achievements to maintain motivation and momentum.
  • Embrace the next step: As you achieve goals and milestones, identify the next steps in your leadership development journey. Embrace new opportunities, challenges, and growth experiences aligning with your vision statement and goals.

Avoiding Common Mistakes in Leadership Development

Leadership development is not a one-size-fits-all game. Thus, it often needs a careful and delicate balance of various skills and expertise to be carried out successfully. While multiple options are available, such as workshops and seminars, self-help methods led by books and videos, and even one-on-one coaching and mentorships, they often miss out on some elements. And let’s not forget that time is the most critical resource. We don’t have enough, no matter what! Yet, we cannot let leadership development suffer. Hence, before starting a personal leadership journey, look at the most common mistakes managers make so that you don’t report the same. 
  • Overambitious planning: Yes, we want to be great. But it’s a process that goes one step at a time. Planning many things amidst a busy schedule is difficult because it’s unbalanced and unrealistic. Setting overly ambitious or vague goals without considering practical constraints or timelines can lead to frustration and lack of progress. Thus, don’t try to do everything everywhere, all at once.
  • Not going in-depth at the start: The key to the success of any leadership development plan lies in effectively identifying what you need to work on. Often, managers do not analyze this deeply enough. There is little assessment of existing capabilities and gaps, so the journey remains confusing. It can happen very quickly if you are not doing self-assessments and ignore the feedback others share.
  • Not choosing the proper methods: Not all solutions work for every manager, and that’s okay. Yet many times, managers force outdated or irrelevant manager development solutions into their solutions. But trying something time and again will not change the results. Instead, look for out-of-the-box and even unconventional ideas. A great deal of success lies in crossing the mental boundaries we set on our working methods. If a mentor is not being helpful, say goodbye to them. If a workshop didn’t help, don’t try taking it in again in hopes of change.
  • Becoming a one-person army: We Know you are a manager, and there’s a lot that you have achieved. But relax a bit about crucial things like your future and get help when you need it. Not seeking mentors or support will keep you limited and stuck. We understand it’s a pretty awkward conversation, but manager development is crucial and must be discussed. If you cannot find coaches nearby, check out Risely’s AI coach, Merlin. There are two good things about Merlin that no other coach can promise you. First, Merlin is available 24*7, quite literally. So your 3 AM thoughts about that annoying team member always have an ear. Second, Merlin does not judge you for having problems that look too simple. 

How Can Managers Continuously Improve Their Leadership Skills with Risely?

We all want to become the best leaders that we can be. But here’s the thing: we miss out on the nitty gritty and don’t always have the support to overcome similar challenges. That’s where Risely steps in as a solution. Risely is an AI buddy for managers, offering every manager’s guidance to unleash their true potential. With tailored steps and insights, Risely empowers you to solve challenges in simple steps: 
  • Identify your challenges: The journey begins when a manager starts by defining their challenges. From 50+ challenges, managers and team leaders can identify the issues hurting their team.
  • Test your skills: In the second step, skills and qualities, such as expectation setting and prioritization skills, are tested with the help of leadership skill assessments to see how well you have achieved these critical functions. These assessments help us create detailed reports for skills and abilities.
  • Start growing: Now comes the good part: where your progress becomes Risely’s agenda. Managers can start making progress with the help of daily nudges, toolkits, and the interactive AI coach – Merlin, who is there for you through thick or thin, whether day or night. 
Sounds exciting? You can start a free conversation with Merlin now!

Conclusion

In conclusion, personal leadership development plans are essential for professionals seeking growth and success in 2024. A solid foundation for your leadership development plan includes identifying critical skills, closing experience gaps, building relationships, and delegating tasks effectively. Designing an action plan with key components and implementing it diligently will help you achieve your leadership goals. Avoid common mistakes and use resources like Risely to improve your leadership skills continuously. Take inspiration from the examples and create your personalized leadership development plan. Good luck on your journey to becoming a successful leader in 2024!

Deeksha Sharma

Deeksha, with a solid educational background in human resources, bridges the gap between your goals and you with valuable insights and strategies within leadership development. Her unique perspectives, powered by voracious reading, lead to thoughtful pieces that tie conventional know-how and innovative approaches together to enable success for management professionals.

Check out Risely with a free 14-day trial.

Access leadership skill assessments and guidance from the AI coach Merlin for all your people management woes.

Start Now

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Why Learner Engagement Strategies Fail? 5 Mistakes To Avoid

Why Learner Engagement Strategies Fail? 5 Mistakes To Avoid

Have you ever sat through a miserable collection of lectures and surfed through an elementary quiz to earn a certificate? If your answer is a resounding yes, then you are among the thousands who pass the beautiful routine of workplace training. Increasingly a big yet ineffective industry, workplace training initiatives have become infamous and contributed effectively to undermining the efforts of L&D leaders across the globe.  Gallup calls employee disengagement the world’s $8.8 Trillion Problem, yet over half of US employees remain disengaged from their jobs to some extent. “Engagement and culture” are the top set (41%)  when their reasons are probed. Among the list appears a commonly echoed sentiment that reflects heavily on the failure of learner engagement strategies, which is – 

“I would like to learn more things, but the work I do is quite repetitive.”

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What can you do to change this? Let’s figure out.

Learning and development initiatives are among the best ways to cut down on quiet quitting and turnover. An employee’s ability to envision personal and professional growth with the organization, which further facilitates internal mobility, is linked positively to their longer tenures with greater satisfaction. The good part is that 2024 is supposed to be a year where L&D leaders are getting more say in the functional aspects of organizations and working actively with CXOs and HR teams to achieve organizational goals. The bad part is that alignment is often missing between the corporate and L&D goals – it stands as the top priority for L&D leaders in the coming year. This gap is also the cause of missing learner engagement. Conversely, the lack of alignment between L&D and the employees themselves removes the remaining engagement. So, let’s unravel this by starting from the very start – understanding learner engagement.

What is learner engagement and why should you care? 

Learner engagement is the level of interest, attention, and participation that learners exhibit during an educational or training experience. It is a crucial aspect of effective learning, as engaged learners are more likely to acquire and retain information, stay motivated, and succeed in their educational goals. Engaged learners are actively involved in the learning process, asking questions, participating in discussions, and demonstrating a genuine interest in the subject matter. They are an L&D team’s dream. But why? 
  • Learner engagement matters because it directly correlates with how well your training is absorbed and applied. High learner engagement also leads to higher application when trouble strikes at work.
  • Imagine a lecturer going on and on without any interruption. The learning is limited to their talking points and lesson plans. How about we switch this up? Think of a lecture filled with questions and debates – the scope of learning is as far as the engagers take it. 
  • Let’s remember that L&D initiatives cost a ton. And for most of us, getting the budget sanctioned and the team approved is lengthy and tiresome. At the end of it, it should count. Learner engagement is needed to demonstrate and bring out the ROI of your plans. It is the key to your success as an L&D professional. 

What is a learner engagement strategy?

A learner engagement strategy helps you put all these pieces together in place. Your ideas, metrics, and goals all come together to create an effective roadmap for you. It is a plan or set of intentional actions designed to foster and enhance learners’ engagement in an educational or training setting. A learner engagement strategy aims to create an environment that motivates learners, encourages active participation, and facilitates effective learning. Well-developed learner engagement strategies consider the audience’s diverse needs, preferences, and learning styles.

What does good learner engagement look like?

Typically, when we think of good learner engagement, we get: 
  • Asking questions and seeking feedback 
  • Applying the know-how learned earlier 
  • Consistent presence and submissions
  • Interacting with peers and trainers 
All cool. But how can we measure this for, say, a hundred employees? Seeing how many questions each of them asks will be a little hard, so we go to some metrics – some standard for measuring different aspects of engagement. These employee engagement metrics typically include things like: 
  • Changes in performance 
  • Employee retention metrics 
  • Measurement of skill gaps 
  • New skills/tools learned 

Signs your team needs a new learner engagement strategy

  • Your training initiatives do not get a high level of participation. Think of interactions, questions, and post-training conversations. Are they generating enough and the right kind of enthusiasm?
  • Employees often do not complete training 
  • Performance does not really change before and after learning. There is little impact seen during reviews and for overall team goals 
  • Team members do not get enough time to discuss or apply learning 
  • Employees often express dissatisfaction with professional growth opportunities in your team

What makes your learner engagement strategy weak?

Now that we know what ineffective learner engagement looks like, let’s investigate why it happens. Why do employees not see value in the learning plans you created with so much thought? Hint: you might not have thought of them.

Your team finds it dull and confusing

When your team member does not see how the training is relevant and valuable to them, they are unlikely to see reason in giving it their all. Sadly, training, more often than not, is dull and lacks personalization. For instance, in a survey by 360Learning with L&D managers across the US and Europe, 27% of learners responded that their management training was boring, while 23% said it was confusing or poorly structured – all the reasons for disinterest. It is bound to happen when a learner engagement strategy does not complement an L&D initiative.

It does not focus on your team’s goals

Training for large groups is envisioned as a generic slop of everything – you have a little time management on top of some quantitative skills with a side of slides on effective feedback. More often than not, your team members would like and need only a part of this platter. But without a strategy that properly tracks the skills and competencies that the teams need and the employee’s value, we end up with this confusing situation that further demotivates employees. In the 2023 LinkedIn Learning Report, employees highlighted career growth as their biggest motivation to learn. Professional development is central to an employee’s perspective and, hence, needs to be tied well to the learning strategy you use to engage and retain employees. 

Your team cannot apply what they learn

Learning is not a one-shot activity, neither is engagement. Yet most learners face short bursts of content that will help them sail through challenges. It happens when the learner engagement strategy remains active only in the classroom and does not extend seamlessly into the workplace. As a result, the employees have little space to discuss ideas and practice things in real-life scenarios.  For many learners, the problem is that they cannot find relatable role models in the higher echelons. These figures often act as mentors and guides to overcome challenges and low moments, yet many people, especially those from marginalized backgrounds, do not have them. 
OtherInterestingReads

How can you make learner engagement strategies fail-proof?

We often spend our crucial time planning the initiative but miss out on the learner engagement strategy. As it’s a vital element of success, it’s high time that learner engagement strategies get their share in the discussions. Now that we know what hurts learner engagement let’s try to get some insights into changing this up.

Find The Goals of Your Learner Engagement Strategy 

What’s the end goal of your L&D plans? Is it gaining 100% attendance in the workshops, or is there more to it? Having this clarity can be the deal breaker for most L&D teams. LinkedIn highlighted that in the past year, most teams were overwhelmed with their priorities all over the place – including managing change across organizations, keeping people engaged at work in the after-effects of the pandemic, and taking the cause of DEI forward. In the middle of this, focus gets lost. So, the next time you start creating a learner engagement strategy, begin with clear goals derived from the organizational and leadership vision instead of relying on it solely.  Now that we are discussing it, what does a good goal for an L&D team look like?  Suppose our goal is this:

“Conduct training sessions for all employees to enhance engagement.” 

What’s wrong here? There’s no clarity on the training sessions and who needs them.  We do not know the period of this goal’s operation. We cannot mark success or failure as we have not defined what and how much we want to achieve,  Let’s see what we can do with the SMART goal-setting method to improve this bit of our learner engagement strategy: 

“Increase employee engagement by 20% within the next year through targeted learning initiatives and developmental programs.”

It shows a specific and measurable goal (increase employee engagement by 20%,) the period to achieve this (within the next year), and how (targeted learning initiatives and developmental programs.)

Using Relevance in a Learner Engagement Strategy

Let’s be honest: one-size-fits-all training is among the most disastrous things one can witness. It barely covers enough scope for most candidates to keep them attentive yet annoys them enough to guarantee disinterest in further initiatives. There are some places where one training can fulfil everyone’s needs when the issue is generic, and everyone needs to give it the same level of care and attention. But as soon as the training needs become role-centric and delve into job knowledge, there’s much more to it! How can you find this out? 
  • Conduct skill assessments of your employees across the key skills and competencies associated with their roles. It will help you understand where you are in the present and where the gaps lie.
  • Involve the employees and seek their feedback. It can work better as a one-on-one exercise where the team manager discusses learning interests and further guides in pursuing them.
  • Surveys can be your saviors in the case of a big team. Keep it short and simple with a few questions to understand what your team wants to do and how they envision progress. It is also helpful in understanding things like preferred learning modes and styles while showing trends at a glance. 
  • Think of the future. What skills will your team need to remain competitive as your industry evolves? Focus on building these skills that ensure resiliency in the face of advancement and overcome the issues created by skill redundancy.
As an L&D manager, knowing your team’s training needs and working according to them is crucial. Otherwise, engagement is bound to be a consistent challenge. As per LinkedIn, professional growth is the biggest motivator for workplace learning – L&D professionals need to tie these two together and generate higher engagement for programs that matter to your people. 

Designing for Learner Engagement

The key to a solid learner engagement strategy is effective interaction points. If the team can interact with and about the training freely throughout their work hours, they will likely develop a genuine interest in the program. A few factors that L&D teams can consider include: 
People differ
Not all learning techniques will work with the same efficiency for everyone; hence, keep a mix of things going to deliver better. Ensure that the tone and content are suited to them.
Visual appeal is always better over dull sermons.
Now, when discussing visuals, let’s expand on the instructor’s slides. There’s a lot more that can help create more conversation around the issue, such as adding hand-outs, flashcards, worksheets, etc, for employees to engage with after the training session in your learner engagement strategies. Plus, this helps in the retention of learning, too. 
Interactions are your best buddies while crafting a learner engagement strategy
Give people space to discuss and share what they are doing in training sessions. It will help them look forward to the program; sharing achievements and growth is exciting for the participants. Further, this peer participation reinforces the need to keep going.
Don’t punish participation.
I know this sounds ridiculous. Who even does this? But picture this: You have a long and hectic 8-hour workday staring at you, throw in some hours of chaotic commute, and then a training session that comes on top of all this. You don’t know what it’s about, but you can’t skip it, and it will take up an hour to finish some extra work. Sounds terrible, right? It happens more often than we realize and contributes heavily to the negative attitude toward training. Changing this requires mixing learning in the flow of work so that it’s an active part rather than a burden on the attendee.

Who Should Your Learner Engagement Strategy Cater? Stakeholders and How to Get Them

Now comes the tricky part of learner engagement strategies. Several L&D programs don’t see the light of day because they cannot engage stakeholders (typically senior leadership) in step one itself. How can one learning program meet the goals of multiple stakeholders? The key lies in elaborating the right bits to the right people. Before you head on to pitch, think of what matters to that stakeholder; once you know what will sway them – your job is already halfway done! Let’s get more in-depth below:  Your primary stakeholders while drawing a learner engagement strategy are – 
Employees
The end goal for employees is to acquire new skills, knowledge, and competencies that enhance their career growth and overall performance. When pitching programs to employees, emphasize the relevance of the training to their current roles, career advancement opportunities, and the potential for personal development.
Managers and Team Leaders
Managers are concerned with improving team performance productivity, and achieving business objectives. They want their team members to develop the skills necessary to excel and contribute effectively to the organization’s success. While talking to them, highlight how the training will address specific skill gaps within their teams, improve performance metrics, and align with departmental goals.
HR and Talent Development Professionals
They seek training programs that support organizational goals, enhance employee satisfaction and retention, and contribute to a positive workplace culture. When pitching programs to HR, emphasize how the training aligns with the organization’s overall talent development strategy, addresses critical competency gaps, and promotes a learning culture.
Executives and Senior Leadership
Lastly, the hardest nut to crack, i.e., the senior leadership. Executives are concerned with driving organizational growth, innovation, and profitability. They want to see a clear return on investment (ROI) from L&D initiatives and how they contribute to the company’s bottom line. Hence, focus on the strategic impact of the training on business outcomes, such as increased revenue, cost savings, improved customer satisfaction, or market competitiveness.
In toto, while sharing your L&D ideas with the stakeholders: 
  • Speak in their language and about their goals. Demonstrate how your L&D plan is a stepping stone that they need.
  • Make numbers your friends. Results are best when they can be easily understood in metrics that people are familiar with.
  • Go with a variety of strategies. Every stakeholder has different goals and considerations that impact their decisions. 
  • All your stakeholders matter in creating high engagement for learning. While employees and managers could be the learners themselves, their social reinforcement contributes a lot. You need HR to get the space, culture, and leadership for top-level guidance and support. Ignoring either of the stakeholders can ruin the engagement equation.

Taking Learner Engagement Strategies to the Real World

Learner engagement strategies fly well on paper, but the real test comes in the real world alone. The learner engagement strategy does not start once your course has begun. Instead, you work on it as the foundation – getting the enthusiasm up, keeping it on through the program, and closing on a good note. Yet often, there’s a lack of connection between the classroom and the work desk. What can you do about it?
  • Focus on how the skills will be applied from the very start. If you start with a reasonable assessment of training needs, you will have an accurate profile of your team’s training needs. In the second step, the key lies in creating opportunities for applying those skills. Managers can delegate relevant work or place people in projects that match their interests to encourage this. 
  • Learner engagement strategies are not a one-way communication. Instead, turn them into a two-way exercise that keeps you up-to-date with the latest developments and thoughts of the team. After learning initiatives, make a habit of collecting and studying feedback from the participants. It will help the learners see their impact on the planning and motivate them to help you.
  • The ultimate question in a learner engagement strategy: how do we motivate learners? Even after everything, someone does not want to participate in training as much as you want. There’s no one-shot panacea to this, either. So what can you do? Have a chat. Discuss the issues they see with the training and elaborate on your side of things: why the training has been designed and how it will help them and the team work better. In such cases, the team manager is the appropriate liaison to get the roadblock out. 

Wrapping Up

Learner engagement strategies can be the trickiest part for an L&D team to decode. The bottom line is that impact is heavily derived from the overall organizational culture and management’s attitude toward learning in general. So go the same way in tackling these challenges and setting things right for your team.  Are you stuck with ineffective learner engagement strategies? Check out Risely in a free 14-day trial to see how we make learning exciting, one nudge at a time. We know long hours of training can be dull and tiresome, so we step back and resolve people management woes one step at a time. With an AI chatbot, Merlin, to support your managers 24*7, multiple skill assessments, and an understanding of over 50 challenges, Risely offers guidance designed just for you. 

Deeksha Sharma

Deeksha, with a solid educational background in human resources, bridges the gap between your goals and you with valuable insights and strategies within leadership development. Her unique perspectives, powered by voracious reading, lead to thoughtful pieces that tie conventional know-how and innovative approaches together to enable success for management professionals.

Check out Risely in a free 14-day trial.

Explore a new way of leadership development – powered by AI.

Start Now

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Leadership Development Framework for the Future: 5 Mistakes to Avoid

Leadership Development Framework for the Future: 5 Mistakes to Avoid

No organization wants to be scarce on leadership. While each one is striving for the best leadership practices and performance, there remains considerable confusion about what it should look like. After all, “ideal leadership” can rarely hold a static definition. A leader needs to be adept at multiple domains and industry-specific focus areas. To make things more complicated, leadership development takes on many paths. There’s no set or best way out, and different teams adopt different routes. For L&D leaders, we can narrow down the issue to a couple of questions: 
  • What do we mean by leadership?
  • How do we develop this leadership?
The answer to both these questions lies in an effective leadership development framework that not only defines but also puts in place the actions needed to achieve your goals. Let’s understand leadership development frameworks and how you can build one. What’s more? We will also discuss the most common mistakes you need to avoid!
Table of Contents

What is a leadership development framework?

A leadership development framework is a structured and systematic tool for developing leadership skills and individual competencies. It serves as a guide or blueprint for organizations to identify, nurture, and set the leadership potential of their employees. The framework typically outlines a series of steps, processes, and activities designed to foster leadership growth at various levels within an organization. It derives objectives from understanding good leadership and what components you consider necessary.  Leadership development frameworks are the foremost tools among L&D professionals to ensure manager growth and development. While providing a broad framework for long-term development, it should be able to help managers solve the issues that arise every day, like handling team conflicts smoothly and balancing delegation. Ideal leadership development frameworks are adaptable and ensure that progress continues although the situation changes – 
  • Managers are often at different levels of growth and functions. Their needs are, thus, varied and context-dependent. 
  • The organization is often at different stages of maturity. The notion of leadership and available tools can change accordingly.

Let’s look at some leadership development framework examples to know more

  • Competency-Based Framework: Identifies and develops specific competencies deemed essential for leadership success within the organization.
  • Transformational Leadership Framework: Emphasizes inspiring and motivating followers to achieve their full potential and exceed expectations.
  • Leadership Pipeline Model: Maps out the leadership journey from individual contributor to executive roles, emphasizing the transition points and skills required at each stage.
  • Cohort-Based Leadership Programs: Brings together a group of leaders who progress through a development program together, fostering peer learning and collaboration.
  • Cultural Leadership Framework: Incorporates cultural values and norms into leadership development, aligning leadership practices with the organization’s culture.

Why does your organization need a leadership development framework?

Picture this: There are some new managers on your team. Now that there isn’t a single point of reference, leadership varies. 

One manager believes in being assertive. Their team often lacks clarity because they can hardly ask questions and make do with whatever information the manager provides them. On the other side of the table, the manager juggles too much. They find it hard to delegate things and end up doing a lot, often a bit too much themselves. 

Another manager takes a democratic approach to things. Every decision goes on the table with a brainstorming session to follow it. Sometimes, things go alright. But when they don’t, no one is held accountable because everyone made the decision. Some team members feel that their voices are not heard, while others are tired of meetings that could have been emails. 

In the middle of this chaos, the meaning of leadership is lost. For every individual, it means something different. If you were to manage this situation, how would you go about it? Let’s try to put a leadership development framework in place:  First things first, the leadership development framework defines leadership for your team. The leadership philosophy typically comes from the founding team or the senior brood of leaders, codified into behaviors and actions for the organization to aspire for. In this instance, the organization believes in a purposive leadership style – an adaptable route focusing on goals. So, it urges the managers to change ways of doing things as per the situation instead of sticking to their comfort zone. A set definition gives clarity on what to do. Second, the leadership development framework prepares managers before putting them on the field. It is evident in the case of both managers that they did not receive adequate training. As a result, they depend on their management style and know-how to work things around. A framework for leadership development would curb this by identifying and grooming potential leaders within the organization. It creates a pipeline of people ready to jump to the next level and reduces risks during leadership transitions.  Third, leadership development frameworks improve performance across the board. An effective leadership development framework ensures managers are familiar with the essential skills and deal with challenges well. It helps create an incredible culture that maximizes engagement and retention. Such alignment across the team translates into a competitive edge. Lastly, leadership development frameworks enhance manager effectiveness and retention. A manager’s performance is often the key to results for their team. As per SHRM, 57% employees believe that training managers could result in improvement across the board. By not doing this, organizations lose potential. Providing opportunities for leadership development also demonstrates a commitment to employee growth and can contribute to higher levels of job satisfaction and engagement. 
OtherInterestingReads

What does a good leadership development framework look like?

Before jumping on to a list of what to include in your leadership development framework, let’s build some conceptual clarity: what should you think of while shaping up your organization’s leadership development framework?

Diving deep in context 

Your approach to leadership can vary based on where you are. You might need your team to suggest ideas for a creative decision and then narrow down on the best option. On the other hand, an organization facing stiff and sudden competition would need to focus on a quick and data-driven approach to decision-making. These differences are evident in your organization’s leadership philosophy and trickle down in your leadership development framework.

Made for your needs 

A framework to develop leaders in your organization should take care of your circumstances. That includes thinking of where you operate, your most common challenges, your vision, how many people the typical manager is dealing with, and what resources you have. Without this basic question-and-answer exercise, you risk inconsistent ideas taking over leadership development.

Adaptable, accessible, and scalable for many use cases 

Organizations evolve, and people change, and so does the framework. Within your team, not all managers will have the same set of cookie-cutter challenges. Instead, problems will differ, and so will the learning styles. The best mediums to help these people out cannot be one-size-fits-all. Thus, a leadership development framework needs to be adaptable. Accessibility is another concern to ensure such resources reach everyone in your organization. Frequently, individuals from historically marginalized identities or those handling multiple responsibilities are unable to avail of such programs. Moreover, as your organization grows, you need to consider maintaining scale consistency. Your framework should be able to expand to include more people while keeping the basic tenets the same.  

Aligns with long-term goals

A leadership development framework is an interesting tool in the sense that it incorporates both long-term and short-term plans. For L&D professionals, ensuring that the leadership development framework aligns well with the organization’s long-term objectives, including the cultural and functional aspects, is crucial. At the same time, it should supplement succession planning and train a new level of leaders to take charge as another leaves. While doing this, the framework should enable managers to solve regular and recurrent team challenges.

Key Components of a Leadership Development Framework

An effective leadership development framework hinges on three key components: 

Competency framework

A competency framework is a structured set of competencies or skills, knowledge, and behaviors required for effective performance in an organization’s particular role or job. These frameworks guide identifying, assessing, and developing the capabilities individuals need to excel in their positions. Competencies can encompass technical skills, interpersonal skills, leadership qualities, and other attributes contributing to a specific role’s success. 

Assessment and evaluation tools 

Assessment and evaluation tools refer to instruments and methodologies used to measure and analyze various aspects of an individual’s performance, skills, and competencies. These tools are essential for gauging the effectiveness of training programs, identifying areas for improvement, and making informed decisions about talent development.
  • 360-Degree Feedback Surveys: Collecting feedback from multiple sources, such as peers, subordinates, and supervisors, to provide a comprehensive view of an individual’s performance.
  • Performance Appraisals: Formal reviews conducted by supervisors to assess an employee’s achievements, strengths, and areas for development.
  • Skills Assessments: Evaluating a person’s proficiency in specific technical or soft skills relevant to their role.
  • Psychometric Tests: Assessments designed to measure cognitive abilities, personality traits, and other psychological factors.
  • Key Performance Indicators (KPIs): Quantifiable metrics measure an individual’s performance against specific objectives and goals.

Leadership development plans for individuals/groups 

Leadership development plans are personalized strategies designed to enhance the leadership skills, knowledge, and effectiveness of individuals or groups within an organization. These plans typically involve a systematic approach to identifying development needs, setting goals, and implementing targeted activities.
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How can you build a leadership development framework?

Let’s break down the creation of the Leadership Development Framework into its planning, action, and after-stages to understand it better. 

The Planning Stage: Crafting the Foundation

  • Define Organizational Leadership Criteria: Identify the unique characteristics and competencies that define effective leadership within your organization. Collaborate with key stakeholders, including HR, executives, and department heads, to understand organizational priorities. At this point, a few questions that you might want to answer include: 
  • What does good leadership look like in your organization?
  • What skills and competencies contribute to good leadership? 
  • What are your challenges and context of operation?
  • What do your participants think about leadership development programs? 
Beyond the questions, a few key steps to take before kickstarting a leadership development framework include: 
  • Assess Existing Leadership Skills: Conduct assessments or surveys to understand the current leadership landscape. Identify gaps and areas for improvement in the skills and competencies of existing managers.
  • Understand Preferred Learning Modes: Analyze the most effective and preferred learning modes for your managers. Consider workshops, coaching, e-learning, or a combination based on individual preferences.
  • Context and Challenges Analysis: Evaluate the organizational context, challenges, and external factors that may influence leadership development. Consider budget constraints, time limitations, and any specific challenges unique to your industry or company.
  • Gather Participant Feedback: Seek input from potential participants to understand their expectations and preferences. Use surveys or focus groups to capture insights and understand the mediums most likely to deliver results. 

The Action Stage: Building the Framework

  • Prepare Building Blocks: Define the core elements of your leadership development program. It means selecting the skills and improvement areas you will work on. Based on this, you can include training modules or components addressing identified competencies.
  • External vs. Internal Resources: Determine the balance between utilizing external and internal expertise. Some resources might be available in-house, but some areas are best covered with subject matter experts – so L&D professionals should look to balance both and ensure quality. 
  • Flow of Progress: Outline the sequential flow of the leadership development program. Ensuring a logical progression helps in alignment with organizational goals.
  • Track Engagement and People Factors: Establish metrics to track engagement and participation as the program progresses. Consider factors like motivation, collaboration, and communication skills, which can tell how your employees have received the framework. 

The After Stage: Measuring Effectiveness and Feedback

  • Measuring Effectiveness: Define key performance indicators (KPIs) to measure the success of the leadership development program. These KPIs should not be restricted to the functional areas alone; make sure that you create an all-around criteria that tracks essential elements like improved leadership competencies, team performance, and employee satisfaction.
  • Seeking and Incorporating Feedback: In the end, remember that we may not get everything right initially. And that’s perfectly fine. The best way to ensure your leadership development framework keeps evolving and growing is to incorporate the feedback of the people who will be a part of it. In addition to the feedback from the top-level stakeholders, implement a feedback mechanism to gather participant insights.
  • Refining the framework: Use this feedback to refine and enhance future iterations of the leadership development framework. Remember that the in-demand leadership skills, your organizational context, and the level of maturity of the leaders you are working with also change. Hence, some evolution is needed as the framework goes through many rounds.

5 Leadership Development Framework Mistakes That You Must Avoid

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Value of the Leadership Development Industry
Yet, impact remains a question mark. Here’s why –

Ignoring the context of people and your organization 

Again and again, we have noted that not all managerial problems are made alike. Hence, the solutions to these problems must also be unique. Yet, most organizations stick to training not tailored to their needs. Sitting in a training session that does not resonate with you and instead keeps you up when you could be doing something else does not help – it only makes the employees even more disinterested. Overlooking the importance of aligning leadership development initiatives with the organizational culture leads to specific contextual challenges. As a result, only about 20% of the skills or knowledge taught in leadership training programs is transferred into new leadership habits, even when leadership development remains among the most highly invested areas within L&D for organizations.

Isolating Leadership Development from Daily Work

When leadership development is isolated, leaders struggle to apply newly acquired skills in real-world scenarios. There’s a risk of a disconnect between theoretical knowledge gained in training sessions and the practical demands of their roles.  Underestimating the value of peer-to-peer learning and collaboration in leadership development adds to this disconnect. It leads to a lack of immediate relevance and applicability, hindering the effectiveness of the development efforts. Not holding managers and leaders accountable for their development and the development of their team members also contributes to this.

Not planning for every type of leader in your organization

When asked about leadership development, 83% of organizations agreed it is essential at every level. However, only 5% have fully implemented development at all levels. Oftentimes, frontline and mid-level managers do not receive adequate attention and support. While it may seem unnecessary at first glance, the opposite is quite the case because these managers are the ones who deal with most employees at a very close level. This results in leadership gaps and succession risks when the top layer of executives leaves. In addition, leadership development frameworks often do not account for the diverse needs of people from marginalized backgrounds. As they may not be able to put in extra hours or take up expensive programs, leadership development frameworks have an exclusionary nature.

💡 For every $10 spent on senior leaders, only $1 is spent on frontline leaders.

Source: Inside HR

Lack of Measurement and Evaluation

After so much furor, nothing happens. Evaluation of leadership development programs is inconsistent. It starts and ends with learner feedback for 77% of programs, and 73% of them take completion statistics. Only 50% collect information on how learning points have been understood. Dropping further, only 31% collect data from learners on how they have applied their learning.  As a result, much of the effort cannot be tracked, and the scope for progress and improvements is lost over time. Leadership development requires a top-down commitment. Lack of involvement from senior leaders may result in a lack of organizational buy-in, reducing the program’s overall effectiveness.

Failure to Adapt to Changing Needs

Failure to adapt to changing needs in leadership development occurs when organizations maintain a static or inflexible approach to their leadership programs. It happens when you stick to outdated content, ignore emerging leadership trends, or overlook the organization’s evolving needs. For L&D professionals of the 21st century, it is essential to keep track of the changes around them – how much will AI impact your managers and the workplace? What tech do your managers need to know? How can your managers cope with the global landscape better? – all of these need to be thought about and put into action. Read more: Finding The Missing Pieces: What Makes Leadership Training Successful

Wrapping Up

A leadership development framework serves as a strategic roadmap for cultivating and enhancing organizational leadership skills. In a scenario where leadership styles vary and individual managers struggle with distinct challenges, a thoughtful framework becomes the beacon that defines leadership for the entire team. The impact extends beyond individual performance, influencing team dynamics and organizational culture and, ultimately, contributing to a competitive edge. However, some mistakes hinder the effectiveness of leadership development initiatives. In essence, a well-crafted leadership development framework is not just a tool but a commitment to continuous improvement, aligning with the organization’s long-term goals and ensuring leadership excellence at every level. Risely, the manager’s buddy on the path of success understands this commitment and goes above and beyond to help your management professionals excel. With many exciting features, including daily nudges, an AI coach named Merlin, and toolkits and assessments to empower managers every day, Risely is the beloved guiding hand of 9 out of 10 managers. Join a new paradigm of leadership development for your team today with a free 14-day trial!

Deeksha Sharma

Deeksha, with a solid educational background in human resources, bridges the gap between your goals and you with valuable insights and strategies within leadership development. Her unique perspectives, powered by voracious reading, lead to thoughtful pieces that tie conventional know-how and innovative approaches together to enable success for management professionals.

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How Can You Choose The Best Leadership Coaching Services?

How Can You Choose The Best Leadership Coaching Services?

Developing leadership skills is no easy game; your coach is crucial to getting things right. But how do we pick the right coach who will guide us just the way we need? This blog will determine the right way to choose a leadership coach, including the essential qualities you need to spot and what questions you should ask a potential coach. So, let’s hop right into it. 
Table of Contents

What does a leadership coach do?

A leadership coach helps individuals enhance managerial effectiveness. It provides professional guidance and support to individuals who aim to improve their leadership skills and effectiveness. These services typically involve one-on-one coaching sessions with a trained and experienced coach specializing in leadership development or any of its particular areas. A leadership coaching service can be the right bet for you if you want to: 
  • Work on specific or generic leadership and managerial skills like communication, conflict resolution, and delegation, to name a few. 
  • Get focused guidance on skills gaps or persistent issues. 
  • Become part of a system that reinforces positive behaviors and helps build accountability. 

Different types of leadership coaching services

Leadership coaching services come in many shapes and sizes. Before picking one, you should know the most common ones to make a suitable choice. Most often, leadership coaching services comprise of: 
  • One-on-One Coaching: This is the most traditional form of leadership coaching, where a coach works individually with a client. Sessions are personalized to your specific goals, challenges, and development areas.
  • Group Coaching: In group coaching, a coach works with a small group of individuals, typically from the same organization or with similar leadership roles. Group coaching sessions provide opportunities for peer learning, collaboration, and support.
  • Executive Coaching: Executive coaching is tailored specifically for senior leaders, such as CEOs, executives, or top-level managers. It focuses on addressing the unique challenges and responsibilities associated with executive leadership roles.
  • Team Coaching: Team coaching involves working with intact teams to enhance their collective leadership effectiveness and performance. The coach helps the team clarify goals, improve communication, resolve conflicts, and build trust.
  • Virtual Coaching: With technological advances, coaching services can be delivered virtually via video conferencing, phone calls, or online messaging. Virtual coaching offers flexibility and convenience, especially for clients with busy schedules or locations in different locations.

What defines a good coach? 5 Must Haves!

Given that leadership coaching services come in different forms, it’s easy to be confused when choosing between a few. Here are a few things that you search for while evaluating a leadership coaching service: 

Qualifications 

Qualifications and accreditations are the first steps in selecting the right leadership coach for you or your team. The service should employ highly qualified, experienced, and certified coaches in leadership coaching. Look for coaches with relevant credentials, such as International Coach Federation (ICF) certification and a track record of success in coaching leaders. Additionally, you can look into the ethics and values guiding your leadership coach. You can easily build trust when they are clearly outlined and practiced.

Comfort and confidentiality 

Leadership coaching often needs you to be vulnerable and even accept mistakes you otherwise would not. These sensitive matters must be dealt with with the utmost care and confidentiality. Thus, the coaching service should have robust policies and procedures in place to ensure client confidentiality. Moreover, the behavior of your coach can severely impact the results you can obtain from this exercise. For instance, if your coach appears biased toward you due to your background, you will have difficulty trusting them. On the other hand, if the coach comes with a shared understanding and appreciates your context while discussing challenges, the relationship would be much more easy-going. The ability to build a relationship on trust is the most critical element that you never ignore. 

Personalization and flexibility  

No two leaders are alike, so how can the same solution work for all of them? It hardly does. Successful leadership coaching services bring personalization and flexibility to suit your needs and cater to everyone separately. Personalization should ideally include one-on-one sessions discussing your challenges and strategizing together, in addition to support through resources and advice. In addition, flexible timings and modes help ensure that your schedule does not get in the way of your growth. 

Ongoing support 

Effective coaching requires ongoing support and guidance throughout the coaching journey. A solid leadership coach will ideally provide regular coaching sessions and access to resources, tools, and support between sessions to help clients stay focused and motivated. Regular feedback cycles and structured checkpoints across the journey are also an essential part of this. 

Measurable results 

Ultimately, the effectiveness of a coaching service is evaluated based on measurable results and outcomes. The coach should track your progress against established goals and objectives and continuously strive to demonstrate the impact of coaching on leadership effectiveness and performance. As a result, the coaching process should begin with clearly articulating your goals and expectations for coaching and assessing your present abilities. It includes defining specific objectives, desired outcomes, and measures of success to guide the coaching journey.
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When should you pick leadership coaching services for your organization? 

Yes, we are managers, and we love to solve things on our own. Still, at times, it’s good to step back and hold hands to get through challenges. When is the right time to rope in a leadership coaching service? Let’s see: 

If you are an individual manager: 

  • You are going through or preparing for a change in your role or organization.
  • You feel stuck. You want more professional and personal growth.
  • Your team management issues are becoming bigger daily – think fights, delegation troubles, micromanagement! 
  • You feel overwhelmed or burnt out and work. Some guidance to step out of the burden is what you need.

On the other hand, if you are an organizational decision-maker for HR or L&D, here’s the handy list of red flags that need the immediate attention of a leadership coach: 

  • The managers feel stuck in their careers and often remain frustrated. 
  • Team performance issues keep growing – missed deadlines, internal conflicts, misalignment, etc.
  • Your team needs formal leadership development initiatives, and mentors are not available (this happens often with small teams.)
  • Your employees express dissatisfaction with growth opportunities through feedback or turnover. 

How to find a leadership coach?

Define Your Needs 

Clearly articulate your goals, challenges, and expectations for coaching. Consider what leadership skills or areas you want to develop and what outcomes you hope to achieve through coaching. Ideally, a leadership coach will take you through assessments to discover areas of improvement, as you can miss some! 

Define Your Context

Consider the organizational culture, structure, and dynamics that may impact your coaching experience. Understand how coaching fits into your broader L&D initiatives and organizational goals if you plan for a team. 

Define Your Limitations

Assess any constraints or limitations, such as budget, time availability, or organizational policies, that can affect your ability to engage in coaching. Be realistic about what you can feasibly commit to in terms of time, resources, and effort.

Find a Balance Between All These

Strike a balance between your needs, context, and limitations by prioritizing what is most important and feasible for you. Focus on identifying coaching services that align with your key priorities and constraints while offering the support and resources you need. The more you can customize it to your needs, the better.

Ask the Right Questions

When evaluating coaching services, ask questions addressing your needs, context, and limitations. Some questions to ask before selecting a leadership coaching service include:
To understand coach-coachee match in terms of coaching methodology and approach: 
  • What is your approach to coaching, and how does it align with my goals and needs?
  • What assessment tools or methods do you use to measure progress and outcomes?
To establish trust in the coaching service: 
  • Can you provide examples of past successes or case studies with clients like me?
  • What is the coach’s background, experience, and qualifications in leadership coaching?
  • How do you ensure confidentiality and privacy in the coaching process?
General details that you must know: 
  • What is the structure and duration of the coaching program, and what is expected of me as a client?
  • What is the cost of coaching, and what are the payment terms?
  • Can you accommodate any specific limitations or preferences I may have, such as scheduling or communication preferences?

Coaching red flags you must run away from 

While searching for the best leadership coaching service to get things right for your professional growth, there are some obvious red flags that you should avoid. 
  • One-size-fits-all: For instance, a coach who adopts a one-size-fits-all approach to coaching may not be able to help when you are stuck with a unique issue outside their course structure. Similarly, coaching services in large cohorts often cannot address individual concerns and ideas. Moreover, it is a roadblock to openness as we would hesitate to share challenges with others.
  • The feeling of trust and security is missing: Trust your instincts and pay attention to your gut feelings when interacting with coaching services or coaches. If you don’t feel a sense of trust, rapport, or alignment with a coach, it may be a sign that they’re not the right fit for you. Keep an eye on the feedback from previous attendees and communication habits to ensure that you are making the right choice in this crucial matter.
  • One-shot solutions: Lastly, remember that sustainable growth and development take time and effort, and coaching should focus on long-term growth and behavior change rather than quick fixes. Avoid coaching services or coaches that promise quick fixes or guaranteed results.

What if you cannot access leadership coaching – finding simpler solutions 

Leadership coaching, for all its shapes and sizes, remains out of touch for many. At the organizational level, it is often only the top brass of managers who can avail of leadership development opportunities. In contrast, most mid-level, first-time, and staff managers are left to fend for themselves. On top of this, geographical, time, and money constraints come into play for many. In the end, there are barriers to leadership coaching that reduce the chances of success for many managers. Risely, the AI co-pilot for managers, helps these people easily. 
With tailored steps and insights, Risely empowers you to solve challenges in simple steps: 
  • Identify your challenges: The journey begins when a manager starts by defining their challenges. From 50+ challenges, managers and team leaders can identify the issues hurting their team.
  • Test your skills: In the second step, skills and qualities, such as expectation setting and prioritization skills, are tested with the help of leadership skill assessments to see how well you have achieved these critical functions. These assessments help us create detailed reports for skills and abilities.
  • Start growing: Now comes the good part: where your progress becomes Risely’s agenda. Managers can start making progress with the help of daily nudges, toolkits, and the interactive AI coach – Merlin, who is there for you through thick or thin, whether day or night. 
Sounds exciting? You can start a free conversation with Merlin now!

Wrapping Up 

Choosing an exemplary leadership coaching service is essential for managers seeking professional growth and development. With many options available, defining your needs, context, and limitations is crucial before embarking on your search. Look for coaching services that offer personalized and flexible approaches tailored to your specific goals and circumstances. Asking the right questions during selection can help ensure a good fit between you and your coach. Be wary of red flags such as one-size-fits-all solutions, lack of trust or security, and promises of quick fixes. If accessing traditional coaching services proves challenging, consider alternative solutions like Risely, an AI co-pilot for managers, which provides tailored support and guidance to overcome leadership challenges.

Deeksha Sharma

Deeksha, with a solid educational background in human resources, bridges the gap between your goals and you with valuable insights and strategies within leadership development. Her unique perspectives, powered by voracious reading, lead to thoughtful pieces that tie conventional know-how and innovative approaches together to enable success for management professionals.

Check out Risely’s AI-led approach to coaching for free!

Sign up for a free 14-day trial to catch a glimpse of reinvented leadership development.

Start Now

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HR Trends 2024: Paving the Way for Workplace Innovation

HR Trends 2024: Paving the Way for Workplace Innovation

Have you ever had someone think your job as an HR Leader is a breeze? We bet you’ve chuckled at the misconception. Because, let’s be honest, as an HR professional, you know the ins and outs of the role, and it is anything but easy. The business world keeps evolving, and you’re right at the forefront, adapting swiftly to the changes. As we leap into 2024, your responsibilities as an HR are set to get even more exciting and challenging. Strategic plans, talent management, and employee wellbeing are top priorities for HR teams in 2024. After chatting with HR leaders and following trends, we’ve gathered insights on 5 HR trends for 2024. These trends aren’t just about staying ahead; they’re your guide to making the right calls for your organization. Ready to stay ahead of the curve? Let’s dive in! 
Table of Contents

A Glance at HR Leader’s Journey 2023

Last year proved to be a turning point for HR Leaders, navigating uncharted territories shaped by the ripples of the COVID-19 pandemic. Faced with unprecedented challenges, HR leaders found themselves at a crossroads, prompting a reassessment of traditional workplace norms. What was once a distant echo—conversations around flexibility, work-life balance, and mental health—resonated loudly in the organizational policies. Integrating Artificial Intelligence sparked debates, yet HR professionals soon realized its indispensable role. AI emerged not as a threat but as a valuable ally, liberating HR teams from mundane tasks and allowing them to channel their efforts into strategic talent management.  As we stride into a new year, the trend forecast indicates a readiness among organizations to embrace necessary changes. Companies that initially viewed these transformations with skepticism are now earnestly adapting to the evolving changes. These trends from 2023 set the stage for the future of HR and provide valuable insights into what to expect in 2024. Looking ahead to 2024, several emerging trends are expected to shape the future of HR and redefine the HR landscape. You need to prepare for the following HR trends for 2024:

Trend 1: Harnessing the Power of AI in HR

A survey done by Gartner showed that a staggering 76% of HR leaders express concerns that their organizations might lag if they don’t adopt AI solutions in the next 12 to 24 months. This emphasizes the growing recognition of AI’s transformative potential in reshaping job roles and responsibilities within HR departments. As AI advances, HR professionals must adapt to this evolving changes. The adoption of AI holds the promise of streamlining various HR processes, including recruitment, personal development, workforce planning, and administrative tasks. It’s not just a technological upgrade; it’s a strategic move that can redefine efficiency and effectiveness in HR operations. According to Nutan Mishra, an HR generalist at Papermedia, “HR Leaders need to be tech-savvy and acquire the necessary skills to leverage artificial intelligence to carry out their responsibilities effectively.” By integrating AI into HR practices, you can enhance decision-making, improve candidate experiences, and focus on strategic aspects of human resource management. Integration is a transformative force that HR leaders can harness to lead their teams into a more efficient and impactful future. 

Trend 2: The Rising Importance of DEI Initiatives

In 2024, organizations will emphasize diversity, equity, and inclusion initiatives for a more inclusive workplace. A Gartner report shows that 44% of employees feel their organization’s DEI efforts alienate their colleagues. 42% say their peers view their organization’s DEI efforts as divisive and resent DEI efforts. To bridge these gaps, HR leaders can spearhead DEI goals and strategies. You can start by developing comprehensive initiatives, like diverse recruitment and implicit bias training. Additionally, creating opportunities for diverse career advancement through mentoring programs and inclusive talent management practices is crucial. Prioritizing DEI attracts top talent, boosts employee engagement, and fosters innovation. It’s essential in creating a workplace where everyone feels welcomed and valued.

Trend 3: The Pay Transparency Imperative

The call for pay transparency is not just a preference; it’s a fundamental shift in employee expectations. In the modern workplace, employees seek openness and fairness in compensation. Transparent pay practices contribute to a positive work culture, fostering trust and enhancing employee engagement. Gallup’s 2023 State of the Global Workplace Report highlights a significant employee concern pay related issues. A notable 28% of respondents desired changes in pay structures, including more prompt payments and recognition aligned with their roles. As an HR leader, you should take this seriously because today, top talent values transparency, and organizations that embrace pay transparency are more likely to attract and retain skilled professionals. It aligns with the values of a new generation of workers who prioritize fairness and equity.

Trend 4: Unlocking Hidden Talent in 2024

In 2024, HR Leaders will witness a paradigm shift in talent acquisition strategies, focusing on tapping into hidden talent pools. Hidden talent refers to individuals who are not actively job-seeking but possess valuable skills and experiences. By tapping into hidden talent, HR leaders can diversify their talent sources, bringing unique perspectives and capabilities. Also, hidden talents often possess specialized skills that might be challenging to find through conventional recruitment methods. Proactively reaching out to these individuals will allow organizations to address specific skill gaps more effectively. You can reach these hidden talents by leveraging AI-driven tools and platforms to identify them within networks. HR teams can also establish talent communities or networks where individuals can connect with the organization. Tapping into hidden talent is not just about expanding the talent pool; it’s about embracing diversity, fostering innovation, and strategically addressing digital skill gaps. 

Trend 5: Promoting Sustainability in the Workplace

In 2024, HR professionals will take center stage in championing sustainability within organizations. The growing emphasis on eco-conscious practices requires HR departments to lead the charge in reducing carbon footprints and fostering a workplace culture grounded in environmental responsibility. Key focus areas include promoting eco-friendly habits among employees, integrating green procurement practices, and advocating for remote work to curb commuting-related carbon emissions. To achieve these goals, you must engage in employee education campaigns, collaborate closely with procurement teams to identify sustainable suppliers, and champion policies encouraging remote work and alternative transportation.

How Can HR Leaders Stay Ahead of the Game in 2024?

  • Focus on Strategic HR Initiatives: HR leaders should prioritize strategic initiatives, such as workforce planning, talent development, employee experience, and organizational culture, to drive business outcomes.
  • Develop Business Acumen: HR leaders must understand business strategy, financial metrics, and industry trends. Developing business acumen allows HR leaders to align HR strategies with organizational goals, drive decision-making, and demonstrate the value of HR initiatives.
  • Embrace Technology and Data Analytics: HR leaders should stay informed about emerging HR technologies, AI, and predictive analytics to leverage data-driven insights, streamline operations, and improve talent management strategies.
  • Foster a Culture of Innovation and Agility: Encouraging innovation, experimentation, and continuous improvement within HR departments creates an environment of agility necessary to adapt to changing business needs.

Wrapping Up

2024 is set to be a transformative year for HR. As we move towards a future driven by technology and data, HR professionals must stay ahead of the curve and embrace these emerging HR trends in 2024. The HR landscape is evolving rapidly from the rise of inclusive cultures to embracing AI and prioritizing employee wellbeing. As HR leaders, you are responsible for adapting and navigating these changes, ensuring your organizations thrive in this new era. By staying informed, being proactive, and fostering a human-centric leadership approach, you can shape the future of HR in a way that empowers both employees and organizations.
Suprabha, a versatile professional who blends expertise in human resources and psychology, bridges the divide between people management and personal growth with her novel perspectives at Risely. Her experience as a human resource professional has empowered her to visualize practical solutions for frequent managerial challenges that form the pivot of her writings.

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