Looking at your staff today, who is a good leader and how did they get that way? Yes, some people are more natural leaders than others, but no one in the business world becomes a good leader without learning from someone along the way.

At Accsurant, we believe in investing in our employees’ leadership qualities because our clients value staff members who can think independently and provide solutions to problems, not just perform tasks.

The rise of leadership training

Leadership training is increasingly common in firms across the country. It’s a deliberate practice that offers significant value beyond motivating staff and keeping them engaged. This worthwhile investment delivers a strong return as you can develop leaders internally, rather than having to search for them in the market.

Many leadership training courses involve activities such as workshops, seminars, coaching, and hands-on learning. They demand a lot of candidates, but they deliver value in the end. One of the slight downsides of leadership training courses is that these programs can keep your staff away from their primary jobs for a period. It comes with the territory, but it pays off in the end.

You will often see your staff return with a spring in their step and bursting with new ideas and enthusiasm. They work better with fellow staff and clients and they even drive company initiatives like innovation. Remember also that if you use formal leadership training materials, make sure what is being taught is consistent with how you operate in your firm.

Combine leadership training with mentorship

While your staff are on formal training, the job is not done. You still have to do mentoring internally. Leadership development through regular mentorship and management practices in the office is a great add-on to formal training.

Here are some ways on-the-job mentorship and management can foster leadership development:

Role modeling: You should demonstrate effective leadership behaviors and practices and set an example

• Coaching and feedback: Find time for short and regular one-on-one sessions
• Assigning stretch opportunities: Give staff members challenging projects or tasks to take on leadership roles or additional responsibilities
• Individual development plans: Work with staff to create plans outlining specific leadership goals and actions
• Mentoring relationships: Pair staff members with experienced leaders or mentors for informal learning and guidance
• Delegating authority: Allow staff members to take ownership and develop their leadership skills

By incorporating these practices into regular mentorship and management interactions, you can cultivate a culture of leadership development where your staff members can continually grow and learn. This is the best way to enhance formal leadership programs.