5 Components of Leadership Development for the Next Trailblazers
- December 26, 2019
What are the important components of a leadership program that can attract a new generation of leaders?
- Individual Skill-Building
- Experiential Learning
- Personalized Learning
- Socialized Learning
- One-on-One Coaching and Mentoring
Leaders don’t develop overnight; they acquire skills and competencies over extended periods of time. Leaders gradually mature based on their experiences, the lessons they learned, and the qualities that they develop along the way. It is an investment to continuously cultivate talent and leadership through different training programs such as six sigma training in the Philippines. This produces trailblazers who can take the lead whenever circumstances deem it necessary. Here are some of the components in a leadership program that is tailor-fit to the interests and learning preferences of millennials:
Individual skill-building should be a priority in leadership development. It is necessary for modeling a learner to become a visionary and effective leader. Inspirational talks and speeches can only be encouraging if they are relatable making it critical to hire a speaker that can share experiences that resonate with the current status of the set of trailblazers.
When you figure out to accomplish a task through experience, that is called hands-on learning. It is a form of experiential learning which is an important aspect of experiential enlightenment that aims to immerse the learners in a particular scenario and encourage them to reflect on it.
To incorporate successful experiential learning, students must be introduced to the idea and theory behind the task. There must be a safe space between the lesson and the person to allow for self-discovery. The goal of this is to inspire a progression of new attitudes and ways of thinking. An evident sign of applied learning is once the individual starts to fully internalize the encounter.
Millennials today like accomplishing things their way. As much as they observe, they feel the need to integrate their unique ways of undertaking objectives. This allows them to explore new facets of themselves that will provide them with the opportunity to improve and mature into experienced leaders.
One size does not fit all. Each person possesses a diverse set of skills and a unique style of processing information. Applying a diverse range of teaching strategies and instructional methodologies must be incorporated into leadership programs to accommodate the distinct needs, interests, and individuality of each person. When applied efficiently, learners attain leadership skills that can move mountains.
Since not everyone possesses the same attributes and ways of adapting, the deployment of modules must be distinct depending on each individual. The best way to subject participants to personalized learning is to provide them with tools and introduce techniques on how to approach a certain issue. With this, they are allowed room for self-discovery.
Similar to experiential learning, millennials appreciate a lesson that is personalized. They feel encouraged if they see something that is intended specifically for them. Learning becomes speedy due to their increased interest when it comes to exploring their capabilities. While this personalized learning is relatively similar to experiential learning, it opens more doors for self-discovery.
The most constructive elements of learning are collaboration and connection. Through the years, the workplace has changed accordingly in terms of collaboration. While it was formerly straightforward to work in silos, today, millennial leaders prefer to be exposed to a variety of ideas and influential viewpoints.
By immersing millennial leaders into a socialized learning environment, you are exposing them to one of the most crucial aspects of good leadership – the solidarity to listen to other’s opinions and collaborate in spite of diversity.
One-on-One Coaching and Mentoring
Seamless leadership development must consist of a formal mentorship program. At the end of training, each participant must have their senior leadership mentors guide them through all the learning processes. Formal engagement with senior leaders will allow learners to gain valuable input and advice. Feedback is equally vital to motivating individuals towards navigating their own leadership-maturity journey.
In both coaching and mentoring, it is pivotal to bridge the gap before instilling authority. This type of approach grants millennial learners the space they need before they honor their trust. Credibility is key to bridging the gap with millennials. They see credibility in a person’s demeanor and manners.
Millennials are passionate and they appreciate anything that includes a personal touch with it. In this manner, they are able to expand their knowledge through the lessons they obtain from others. While millennials are entitled, being compelling by someone to look up to is influential for them.
Educating millennials requires a thorough and more personalized approach. By combining standard mentorship and individual growth programs with millennial-style learning, learners will be able to develop a more refined skillset as well as a new sense of self and purpose.