MODERN LEADERSHIP
by adopting direct development
strategies. Some tips for making
the transition include:
1Redefine roles
Embrace the role of coach
to support growth and learning
on the job. Leaders need to
be both technical experts and
talent factories with the ability
to grow people. Capitalise on the
significant impact line managers
and peers have to support
leadership development on the
job.
2Redirect focus
Ensure sufficient resources—
especially focus and time—
are devoted to the sorts of
conversations that raise awareness
and develop leadership capacity on
the job.
3
Realign outcomes
Understand and focus
development efforts on the real
business drivers and performance
metrics you want to change. What
behaviours will be different? How
will this impact results? How can
you address this by having the
conversations that matter?
Leadership development is too
important to outsource and may
not be the best use of scarce
resources. Develop the leadership
you need, when you need it, in
house, to leverage leadership as
a competitive advantage for your
business.
Corrinne Armour is a leadership
speaker, trainer and coach who helps
leaders and teams get out of their own
way and achieve their objectives. She is
co-author of Developing Direct Reports:
Taking the guesswork out of leading
leaders. Contact her at corrinne@
corrinnearmour.com.
January 2016
ModernBusiness
59