{"id":39979,"date":"2022-11-29T06:53:27","date_gmt":"2022-11-29T11:53:27","guid":{"rendered":"https:\/\/centricconsulting.com\/?p=39979"},"modified":"2022-12-20T12:52:00","modified_gmt":"2022-12-20T17:52:00","slug":"upskilling-leaders-is-essential-in-the-new-world-of-work-4-steps-to-get-started","status":"publish","type":"post","link":"https:\/\/centricconsulting.com\/blog\/upskilling-leaders-is-essential-in-the-new-world-of-work-4-steps-to-get-started\/","title":{"rendered":"Upskilling Leaders Is Essential in the New World of Work: 4 Steps to Get Started"},"content":{"rendered":"
According to LinkedIn\u2019s 2022 Workplace Learning Report<\/a>, 49 percent of learning and development programs in 2022 focused on leadership and management training. And no wonder. With the widespread shift to remote or hybrid work, leaders need a new set of skills to guide, inspire and mentor employees.<\/p>\n Many of the new essential leadership skills are rooted in emotional intelligence<\/a>: vulnerability, empathy and humility. Among other soft skills, modern leaders must know how to foster inclusion and belonging and help their teams feel connected to and inspired by their organization\u2019s mission.<\/p>\n While upskilling leaders is essential to remain effective in today\u2019s workplace, organizations must approach the task strategically. Done incorrectly, and leaders will feel like it\u2019s just an inconvenience added to their already-heavy workload.<\/strong><\/p>\n My company, Centric Consulting, helps companies with workplace transformation<\/a>. Often, part of the process includes training leaders on how to be more effective in remote or hybrid environments. Below, I dive into my biggest takeaways on designing a program to teach leaders the critical skills for the new world of work.<\/p>\n One theme that\u2019s emerged from my company\u2019s work is that the soft, interpersonal skills needed for effective remote leadership<\/a> are often sorely lacking. At many organizations, leaders rise through the ranks because of their technical expertise, not because of their ability to manage others.<\/p>\n To help leaders master the soft skills required for effective leadership, organizations need a learning program thoughtfully designed to help leaders feel excited about improving and willing to acknowledge and tackle their weaknesses and blind spots.<\/strong> Here\u2019s how to get started:<\/p>\n Fostering an organizational culture of learning will help people feel motivated to learn and continue developing. A culture of learning also encourages everyone\u2014including leaders\u2014to strive toward continual improvement. It sends the message that there\u2019s always more to learn and ways to improve, and it\u2019s OK to admit knowledge gaps or areas you\u2019re struggling in.<\/p>\n A few methods for fostering a culture of learning include:<\/strong><\/p>\n A culture of learning benefits everyone, not just those at the top \u2014 according to Microsoft\u2019s Work Trend Index<\/a>, employees say opportunities to learn and grow are the top factor of a great culture. When leaders participate fully in the culture of learning, they set an example for employees at all levels that it is okay to prioritize self-improvement training.<\/p>\n Yet many companies neglect this: More than half (55 percent<\/a>) of employees feel they must change companies to develop their skillset and three quarters of people managers and leaders would stay longer at their organization if it were easier to change jobs internally.<\/p>\n A mere 43 percent of employees say their organization solicits annual feedback.<\/p>\n Regular employee feedback, such as anonymous 360-performance reviews, pulse surveys and end-of-project perspectives, is essential to improving leadership interpersonal skills. It can be difficult for leaders to hear where they may be failing, but this is the only way to truly know areas that need improving and how leaders can better guide their teams. Employee feedback is another task many organizations neglect\u2014a mere 43 percent of employees<\/a>\u00a0say their organization solicits annual feedback.<\/p>\n The term \u201csoft skills\u201d is misleading \u2013 how we interact with others can be some of the most difficult behavior changes to carry from the classroom into real life.<\/p>\n In my company\u2019s experience training leaders for effective hybrid workplace management, learning interpersonal skills is best accomplished through case studies illustrating specific examples or experiential learning that activates leaders\u2019 emotional brains. Building in time for candid group discussions where leaders share their experiences and perspectives can reinforce the concepts and help participants apply the lessons to their unique situations.<\/p>\nSoft Skills, Difficult to Learn: Helping Leaders Master Interpersonal Skills<\/h2>\n
1. Cultivate a culture of learning.<\/h3>\n
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2. Gather and share employee feedback.<\/h3>\n
3. Design training sessions to tap into leaders\u2019 emotional brains.<\/h3>\n
4. Take a hybrid approach to training.<\/h3>\n