How can you develop the skills and competencies of future leaders?

To add to the above I also look for continuous learning and growth, effective leaders are lifelong learners who constantly seek to improve themselves and others. Look for individuals who consistently act with honesty, transparency and fairness. Adaptability and flexibility is key, we must be open to new ideas, be able to pivot quickly and thrive in dynamic environments. And self-awareness and empathy with interpersonal skills is key.

Be vulnerable and recognise your blind spots, we all have them! Be mindful of the impact that your leadership style has on others and always, always lead by example.

I have found the use of motivational interviewing skills to be extremely valuable in helping others to create their own path for positive development. While the style of coaching was first introduced in addiction counseling the tools have demonstrated impact across many disciplines from healthcare to business to athletics. It has been the most powerful coaching tool I have used to get individuals to take ownership and follow through on their development.

When doing this, make it a part of your daily way of working and not "set times" during the year for feedback and coaching conversations. Learning is always-on so we need to create an always-on loop for feedback and coaching as well, and make it a very supportive environment. When giving feedback and coaching be specific, clear, objective and actionable. Focus on observable behaviors and where you can, start with positive feedback or acknowledge strengths, then address areas for improvement, and end with encouragement or further positive reinforcement. To add for coaching, agree to a coaching plan, when coaching focus on active listening so you can be constructive in your reply and offer guidance and resources to help them help themselves.

Supporting continuous learning is so important to support employees development and is also key in retention. I believe L&D efforts should be treated equally to other priorities and I make sure to include L&D targets in the teams OKRs and budget for supporting this effort as well.

Yes, you need to support continuing education and leadership development programs. This is so important and it should include conferences, workshops, degree programs, certificates, among others.

There are many different leadership styles. Rather than trying to use one specific approach, use strategies that feel authentic to who you are and how you want to serve others. Also consider the context of the person and the project you’re managing so you can adjust your approach to best support the specific situation and team member.

For those afraid of stepping into leadership positions because they have imposter syndrome, it's important to frame the leadership role as a service to their colleagues. When leadership is framed as service, it becomes easier to accept. Servant leaders prioritize helping their team, which fosters a sense of purpose and support.

One of the factors that is least talked about is the Leader’s self ego. In many situations, I have seen leaders withholding knowledge or ruining training opportunities because they are threatened by a new potential leader. I believe a good leader opens space for other leaders to grow, but to do that we need to look inside ourselves first, to reflect & learn, in order to not project our insecurities on our staff or new potential leaders. Also, looking at the big picture and thinking about the continuity of the organization by advocating for new fresh voices.

The biggest mistake you can make is choosing someone to put in a leadership position that is not ready and just leave them hanging. But how do you know if they can sink or swim? Throw them in and see how they do, but like any good parent, stay close to the edge and be ready to give them a hand. Some will take off and some will need two hands to support them while they learn…. Can anyone be a leader? I think yes but some will take much longer to learn how to keep their head above water.

Human resources professionals often compile lists of tens or even hundreds of competencies that define a leader. However, when you observe real leaders in the real world, you will find that none of them possess all these competencies. We all have weaknesses. Great leaders excel in one or two specific skills and they master them. Instead of trying to imitate someone else or adhere to a standardized competency model, it is crucial to recognize and nurture their individuality. Competency models promote uniformity, which is not worth following. The distinctive personality traits and idiosyncrasies of leaders are what can truly connect with their followers. The more they embrace and exhibit these quirks, the more passionate followers they get.