There were many Leadership Development approaches and models at The Lobby gathering in San Juan Capistrano. Intentional, consistent engagement with rising and potential leaders is still the core. A leader needs vision, time, someone who listens deeply, regular feedback, a place to process failure, and a laser-like focus on goals to shape a leader.
Here are some strategies and approaches to recruiting and developing leaders.
1) Just ask. So often we forget to make a simple, direct ask. “Join me” and “Can you help me?” and “I want you to enter a leader development process” are simple ways to call people into leadership. No begging, no dancing around. Just ask with clarity and boldness.
2) Provide short-term experiences. Give people a place and an opportunity to lead – even if they fail. But shorter experiences are ways to identify areas for growth and catch failure sooner. Sometimes we do not even need to tell them “this is training” but rather just give them a leadership experience.
3) Apprenticing. This tried and true approach is as old as history itself. Take someone under your wing, or place them with a solid leader. Give them a little leadership under the supervision and coaching of another leader and people will thrive. They gain confidence, get a good taste of reality, identify growth opportunities and have a laboratory to lead in without all the responsibility for the outcomes.
4) Use online Resources. Get a group of rising leaders in front of some good content (DVD or online) and then let them process and practice. Process the content and make sure it is understood, then form a leader development group and practice the skills together.
So choose a method or two and get going. There are no silver bullets in leadership development – just provide consistent engagement, real life experience and quality feedback. And watch the leaders emerge!


Leadership Development
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