Training Industry Magazine - November/December 2020 - 42

Table 1 identifies some best practices
to consider when creating the learning
journey. The learning journey should be
adaptive and based on each leader's preprogram assessments, targeted to their
one-on-one coaching needs and tailored
to provide personalized peer coaching
activities. Adaptive design is critical to
ensuring each leader walks away with
the ability to apply their new skills to
benefit their team and department.

Best Practices for
Building Critical
Leadership Skills
LEAD WITH HUMANITY

There are two schools of thought
regarding whether a leader can learn to
lead with humanity or whether a leader
must be born with the ability to do so. A
telltale sign of the natural capability of
a leader to lead with humanity is their
emotional quotient (EQ). A leader with a
high EQ has a high level of self-awareness
and empathy. For leaders with low EQ, the
emphasis on phases three through five
of the learning journey will need to target
ways to increase EQ, by focusing on:

* Self-awareness.

* Visible commitment.

* Self-management.

* Humility.

* Mindfulness.

* Awareness of bias.

* Social awareness.

* Curiosity about others.

* Relationship management.

* Cultural intelligence.

Leading with humanity does not mean
a lack of focus on the business! Rather,
it keeps the organization's people
at the heart of the business. Include
tips on integrating humanity in the
workplace using simple, easy-to-achieve
methods: increasing communication and
demonstrating empathy, vulnerability and
flexibility along with other low-cost, highimpact strategies.

* Effective collaboration.
Continuous coaching is critical to
establishing inclusive leadership. Peer
coaches must feel comfortable giving
constructive feedback on behaviors that
support or inhibit inclusion.

INCLUSIVE LEADERSHIP
Inclusive leadership maximizes talent
and productivity, increasing employee's
job satisfaction and commitment to the
company. Reports also show that, when
companies establish an inclusive culture,
they report an increase in creativity,
innovation and openness. There are six
characteristics of inclusive leaders to
focus on in this training program:

AGILE LEADERSHIP
Agile leadership requires a shift in
leaders' mindsets from traditional, linear
thinking to viewing the organization

Table 1.
PHASE 1

PHASE 2

Pre-program

2-4 Days

Assessments: 360
assessment, skills
gap assessment,
engagement
data, retention
rates and/or other
data to support
expected goals.

Formal Training:
Virtual instructor-led
training, instructorled training and/or
blended learning.
Module 1:
Lead with Humanity
Module 2:
Inclusive Leadership

PHASE 3

PHASE 4

PHASE 5

PHASE 6

60-90 minutes
every month

60 minutes
every month

Once a week

End of program

Coaching: One-onone performance
coaching.
Reinforce formal
learning with
guidance and
discussion of
application and
feedback.

Cohorts: Peer
coaching, practice,
and opportunity to
share experiences.
Standardize
discussion topics
and practice skills.

Continuous
Learning: Self-paced
online modules
and contextual
experiences through
scenario-based
learning.
Integrate immersive
leadership.

Module 3:
Agile Leadership
Six to nine month journey with continuous feedback loops (with L&D, coach or participant's
leader), integrating immersive leadership opportunities as the organization sees fit.

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Assessments:
360 assessment,
comparative skills
analysis, retention
rates and/or other
data to support
expected goals.

https://www.positivepsychology.com/importance-of-emotional-intelligence/ https://www.bcg.com/publications/2017/people-organization-leadership-talent-innovation-through-diversity-mix-that-matters https://www.hbr.org/2020/03/the-key-to-inclusive-leadership https://www.hbr.org/2020/03/the-key-to-inclusive-leadership https://www.helpguide.org/articles/mental-health/emotional-intelligence-eq.htm

Training Industry Magazine - November/December 2020

Table of Contents for the Digital Edition of Training Industry Magazine - November/December 2020