Leadership in today’s business world is a complex and demanding task. It requires a deep understanding of the needs of the organization, a clear vision of where it wants to go, and a detailed understanding of the results that must be achieved to reach its objectives. Leaders must also be able to identify the actions that will have the most impact and the professional and personal skills required to execute those actions. Additionally, they must be able to assess the capabilities of their team members and provide them with the necessary tools and support to develop their talents in the direction of the organization’s goals.

In a human-centric organization, it is essential that leaders possess a high level of competency in all of these areas. However, in practice, many middle managers find that their workload leaves them with little time to focus on these essential leadership skills. This can be due to a variety of reasons, such as promoting professionals who excel in execution but lack leadership experience, a lack of specific training plans for managers and leaders, or an overall lack of knowledge within the organization about what is required to develop and manage teams effectively.

Promoting professionals with a strong track record of execution to leadership positions can be a double-edged sword. On one hand, these individuals have proven their ability to achieve results. On the other hand, they may lack the skills and experience necessary to lead and develop a team. Without proper support and training, they may continue to focus on their own work rather than on the needs of the team. This can lead to burnout, insecurity, stress, and low self-esteem among team members and ultimately harm the organization as a whole.

The lack of specific training plans for managers and leaders is another major obstacle to developing effective leaders. Managers and leaders need to be equipped with the tools and knowledge necessary to develop and manage their teams effectively. This includes understanding people management, talent development, communication, coaching, and executive mentoring. Without these skills, managers may struggle to create a positive and productive work environment for their team members, and the organization as a whole may suffer as a result.

Another challenge organizations face is not having a clear understanding of what is required to train their managers and leaders effectively. Without a clear understanding of what skills are needed, it can be challenging to design and implement effective training programs. Organizations need to conduct a thorough analysis of their leadership needs and develop a comprehensive plan to address those needs.

An organization that prioritizes the growth of its employees’ talents will be able to provide more value to its customers, increase its profits, and gain a competitive edge in the market. Leaders play a crucial role in this process as facilitators and promoters of their teams’ talents. However, achieving this requires a significant investment in the development of leadership skills and competencies, such as people management, talent development, communication, coaching, executive mentoring, and feedback.

It is a challenging task to bring all the leaders in an organization to this level, but the benefits are well worth the effort. The future success of the organization depends on it. Investing in the development of leadership skills and competencies will help to create a positive and productive work environment, boost employee engagement and motivation, and ultimately lead to better business results.

Are you ready to take on this challenge?

Elena Arnaiz Ecker

Author of “Put your talent into action” 

Editor, Global Leaders Today