DIY Leadership Development

Leadership development programs are a multi-billion-dollar business, and prestige programs don't come cheap. Investing in developing your leader's capability is crucial for organisational growth and success.  The good news is that effective leadership development doesn't always have to break the bank. Here are some inexpensive strategies that can deliver tangible results as long as you are mindful of a couple of potential pitfalls.

Leadership Book Club:

Get your leaders to read and discuss a leadership book. It’s good to have a single focus in these peer learning groups as leaders come together to discuss how the book relates to current and foreseeable leadership challenges, share experiences, and provide support and feedback to one another. These informal gatherings promote knowledge-sharing and collaboration while building a sense of community and camaraderie. Leaders can take turns to select books, lead the discussions and facilitate sessions to ensure active engagement and participation. Keeping the groups reasonably small helps foster meaningful interactions and ensure that they remain focused on leadership development goals.

Mentorship Programs:

Establishing a mentorship program within your organisation can be a powerful tool for leadership development. Pairing experienced leaders with emerging talent allows for transferring knowledge, skills, and valuable insights. Moreover, mentorship programs foster a culture of continuous learning and professional growth. To make the most of this strategy, ensure clear expectations and objectives for both mentors and mentees. Watch out for potential mismatches in mentor-mentee pairs and ensure that mentors have the necessary skills, time and resources to dedicate to the program.

Curated Leadership Resources:

Leverage online learning platforms and resources to provide accessible, cost-effective leadership development opportunities. Numerous free or low-cost resources, including webinars, podcasts, articles, and e-learning courses, covering a wide range of leadership topics are as close as the device in your pocket. By curating and communicating reliable materials in a way that is relevant to the business's activities, you can encourage employees to explore these resources at their own pace. You can also provide incentives or recognition for engaging with the resources.

Cross-Functional Projects:

Assigning cross-functional projects encourages leadership development through hands-on experience. These projects not only provide exposure to different aspects of the business but also promote collaboration and innovation. Aspiring leaders can develop a holistic understanding of organizational dynamics and enhance their problem-solving skills by working across departments. However, be wary of overloading employees with too many projects or stretching resources too thin. Set realistic timelines and ensure adequate support and guidance throughout the project duration.

Run an Un-Conference:

Set aside a chunk of time, a largeish space (and some food never goes astray), and hold an Unconference. If you’ve not been to one, here’s what happens. Participants arrive, and they're invited to pitch topics they're passionate about or challenges they're facing in their leadership roles. These ideas are then organised into sessions by the participants themselves, creating a dynamic and diverse agenda reflective of the collective interests and expertise in the room. Throughout the day, attendees have the freedom to move between sessions, join discussions that resonate with them, and contribute their insights and experiences. It's a collaborative and participant-driven approach that fosters meaningful connections, sparks innovative ideas, and generates actionable solutions.

While these inexpensive strategies can yield significant benefits for leadership development, it's essential to approach them with careful planning and consideration. Here are a few things to watch out for:

Lack of Follow-Up:

Implementing these strategies is only the first step. It's crucial to follow up and evaluate their effectiveness regularly. Monitor participants' progress and gather feedback to identify areas for improvement.

One-Size-Fits-All Approach:

Recognise that leadership development needs vary among individuals and departments. Avoid adopting a one-size-fits-all approach and tailor strategies to meet specific needs and objectives.

Ignoring Diversity and Inclusion:

Ensure leadership development initiatives promote diversity and inclusion. Encourage participation from employees from diverse backgrounds and perspectives to foster a more inclusive organisational culture.

These development approaches require engagement, organisation, communication, and follow-up but cost significantly less than other leadership programs. Where the budget is tight but leaders are willing, this can be a great option for growing leadership skills in your workplace.