Marj Fleming sits for a portrait in the studio on Friday, Jan. 8, 2016, in Chattanooga, Tenn.Potential leaders: We all know them and many of us know those who want to be them. In reality; however, not everyone is destined to be a leader. Becoming a leader involves either specific skills, the ability to develop specific skills or hard-won experience that evolves into taking on a leadership role.
The definition of a leader is: the person who leads or commands a group, team or organization. It's a person who has a specific vision and a way to live that vision.
By any measure, organizations around the globe are struggling to find effective leaders. Millions of dollars are invested in leadership development training programs for potential leaders so that the pipeline of emerging leaders is packed with individuals ready to lead.
We look at skill sets and think getting those right will help us become more successful. We review core competencies, and we look at predictors for success. And yet, "it has proven to be extremely tricky to bridge the gap between raw talent and executive success," according to the most recent Harvard Business Review.
That takes us to the definition of leadership, which is the ability of an individual or organization to lead or guide other individuals, teams or entire organizations. How is it that we keep falling short when developing those individuals?
Well, mentoring can often help, if combined with a strategic orientation. When a mid-level employee is given the opportunity to be mentored and a solid plan and goal are laid out, movement toward developing the important skills for leadership can begin.
Which skills can a mentor offer that training misses?
-Inclusion - When a mentor and protégé are paired appropriately, the mentor can include the protégé in meetings and activities that the protégé wouldn't necessarily have been exposed to otherwise.
-Results orientation - The "busyness" of doing our jobs can hold us back as we strive to meet our deadlines and perform satisfactorily. Sometimes, however, a potential leader is not prioritizing the work properly - only scurrying to get it done. The effort may meet the need of the immediate manager although it might not meet the need of a stellar employee who has potential to move through the organization more quickly, thus becoming a leader. A mentor is often more objective in assessing that problem.
-Strategic thinking - If high potential employees are not part of the process of strategic planning or aren't presented with the larger organizational picture, their ability to take on leadership roles is stagnated. That's where the mentor's ability to introduce the skills of the protégé to other organization leaders comes in handy.
-Organization change - A mentor can guide the potential leader to think creatively about where change might be effective and then help the protégé develop ways to present the ideas.
In addition to mentoring relationships, organizations can provide stretch assignments to those employees who demonstrate potential. Tracking results of those types of assignments is a key indicator of future performance. It clearly points to the level of engagement, initiative, and determination, all traits essential to leadership success.
The art of communicating effectively is equally important, although nuanced in some circumstances. Examples of where communication is especially important in leadership development are: 1) Curiosity - Does the potential leader know how to ask probing questions, for clarification? 2) Insight - Are the potential leaders perceptive and do they demonstrate an accurate and deep understanding of other's ideas? And 3) Messaging - Is the potential leader equipped to explain decisions and alternatives as well as influence others as they apply their leadership skills?
Clearly we need to do better as a society in finding potential leaders in businesses, communities and our society in general. It's time to face the reality about our leadership challenges and do the hard work of leadership transformation.
Marj Fleming is a certified professional coach, mentor, trainer and entrepreneur. As a pioneer in the world of women's leadership, she is a founding member and original director of the Women's Leadership Institute. Contact her at mflemming@launchpointleadership.com.