Uncovering Hidden Leaders…
Why Unconventional Employees Might Be the Best Fit for Your Business
When it comes to selecting leaders, many organisations often rely on traditional methods that focus on obvious qualities such as seniority, job titles, or specific skills. However, these approaches can often overlook the very attributes that make a leader truly effective.
In this blog, we'll explore why unconventional leaders might be the best fit for your business and how to identify and develop them.
The Limitations of Traditional Selection Methods
We've all seen it happen: someone gets promoted to a leadership role not because they're the best candidate, but for a variety of other reasons. Sometimes, organisations inadvertently 'promote the problem' – elevating individuals who may have been struggling in their current roles, hoping that a new title will magically resolve their issues.
Here’s why this approach can be misguided:
Overemphasis on Experience: While experience is valuable, it doesn't always translate to leadership ability. Some individuals with extensive experience may lack the adaptability or innovative thinking required to lead in the modern workplace.
Neglect of Soft Skills: Hard skills are easier to quantify, but soft skills such as communication, empathy, and problem-solving abilities are crucial for effective leadership. However, these softer skills are often more intrinsic and cannot be taught as easily as hard skills.
Homogeneous Leadership: Traditional methods often result in a homogeneous leadership team, lacking the diverse perspectives that can drive innovation and better decision-making.
The Pitfall of Promoting the Problem
Promoting the problem is a common mistake that we see all too often and can have detrimental effects on the whole organisation.
Here’s what happens when this occurs:
Ineffective Leadership: When someone is promoted due to reasons other than their leadership potential, they may struggle to perform in their new role. This can lead to poor decision-making, low team morale, and decreased productivity.
Demotivated Teams: Seeing someone who isn't the best fit for a leadership role can demotivate other team members. It sends a message that hard work and competence aren't the primary criteria for advancement.
Cultural Impact: This practice can create a toxic culture where performance is not valued, and politics or personal relationships become the key to advancement.
The Disconnect Between Leadership Roles and Leadership Abilities
It's important to acknowledge that not all leaders possess good leadership skills, and conversely, not all employees with strong leadership abilities are in leadership roles.
Here’s why this disconnect exists:
Leadership Skills vs. Job Titles: Having a leadership title does not automatically mean someone has the necessary skills to lead effectively. Leadership is about inspiring, motivating, and guiding teams, which requires a unique set of skills that are not always present in those who hold leadership positions.
Hidden Talent: Many businesses have employees who possess excellent leadership abilities but are not in formal leadership roles. These individuals might be waiting for the right opportunity to showcase their skills or may be overlooked due to traditional selection methods.
Teachable vs. Intrinsic Skills: Hard skills such as technical knowledge or financial management can be taught through training and development programs. However, softer skills like empathy, communication, and problem-solving are more intrinsic and often harder to develop. These skills are crucial for effective leadership but are not always considered in the selection process.
Identifying Unconventional Leaders
So, how do you identify leaders who might not fit the traditional mould but have the potential to excel?
Here are some key attributes to look for:
Soft Skills
Leaders with strong soft skills are often more effective in managing teams and driving innovation. For instance:
Communication: A leader who can articulate their vision clearly and listen actively can align the team towards a common goal.
Empathy: Leaders who understand and empathise with their team members can build stronger relationships and a more positive work culture.
Problem-Solving and Adaptability: The ability to approach problems creatively and find innovative solutions is crucial in leadership roles.
Diverse Backgrounds
Leaders from diverse backgrounds bring unique perspectives that can enrich decision-making and drive innovation.
For example:
Interindustry Experience: A leader from a different industry can introduce new approaches and strategies that might not have been considered otherwise.
Cultural Diversity: Leaders from diverse cultural backgrounds can bring a global perspective, helping the organisation navigate international markets more effectively.
Non-Traditional Education: Individuals with non-traditional educational paths, such as online degrees or vocational training, can bring fresh insights and unconventional thinking.
Potential Over Experience
Sometimes, potential and a willingness to learn are more valuable than extensive experience.
Consider the following:
Adaptability: Young professionals or those new to leadership roles may be more adaptable to changing market conditions and technological advancements.
Innovative Thinking: Individuals with a strong track record of taking on new challenges and learning quickly might be more inclined to innovate and drive growth.
Energy and Motivation: New leaders often bring a level of energy and motivation that can be infectious and inspiring to the rest of the team.
How to Spot Unconventional Leaders
Identifying unconventional leaders requires a different approach to the traditional recruitment and selection process.
Here are some strategies to consider:
Behavioural Interviews
Use behavioural interviews to assess past behaviours that predict future performance.
Ask questions such as:
- "Can you describe a time when you had to manage a difficult team project?"
- "How did you handle a crisis situation in your previous role?"
- "Tell me about a time when you had to adapt to a new process or technology."
Assessment Tools
Utilise psychometric profiling and other assessment tools to evaluate leadership potential beyond the CV. Our psychometric profiling services enable us to provide a comprehensive and data-driven approach to understanding your workforce. This not only allows us to assess the candidate’s core values, emotional intelligence and leadership skills, but also how they will fit within the existing team.
Feedback and Observations
Gather feedback from multiple sources to get a well-rounded view of a candidate’s leadership abilities. This can include:
Peer Feedback: Ask colleagues who have worked with the candidate to provide insights into their leadership style and effectiveness.
Subordinate Feedback: If appropriate, gather feedback from team members who report to the candidate to understand how they interact with their team.
Supervisor Feedback: Obtain feedback from supervisors who have overseen the candidate’s work to assess their performance and potential.
Developing Unconventional Leaders
Once identified, it's crucial to develop these leaders to ensure they reach their full potential.
Here are some strategies for development:
Mentorship Programmes
Establish mentorship programmes that pair unconventional leaders with experienced mentors. This can provide them with guidance, support, and valuable insights from seasoned leaders.
Training, Coaching, and Development
To help unconventional leaders reach their full potential, we offer tailored training programmes, coaching, and development opportunities that focus on the specific skills and competencies required for effective leadership. Here are some key areas we address:
Leadership and Management Training
Our training programmes are designed to develop the leadership and management skills necessary for success. We focus on building the capabilities that enable leaders to inspire, motivate, and guide their teams effectively.
Communication Skills Training
Through workshops and coaching sessions, we enhance leaders’ communication skills, enabling them to articulate their vision clearly, listen actively, and build strong relationships with their teams. Effective communication is crucial for leadership, and our training helps leaders master this essential skill.
By focusing on these critical areas, we help leaders develop the comprehensive skill set necessary to excel in their roles and drive organisational success.
Opportunities for Growth
Providing opportunities for these leaders to take on new challenges and responsibilities is crucial for their development.
Here are some strategies to consider:
New Challenges and Responsibilities
Assign them to lead projects, initiatives, or roles that push them out of their comfort zones. This could include cross-functional projects, new initiatives, or pilot programs that require collaboration with different departments.
Embracing Failure as a Learning Opportunity
It's essential to create an environment where leaders feel empowered to take risks and learn from their mistakes. Allowing them to fail faster and more safely enables them to gain valuable experience and insights quickly. This approach creates a culture of innovation, resilience, and continuous learning.
Gradual Leadership Roles
Gradually move them into more senior leadership roles as they demonstrate their capabilities. This incremental approach helps them build a portfolio of experiences and develop the confidence and skills needed for higher-level leadership positions.
By providing these opportunities, you can help unconventional leaders grow, learn, and become the effective leaders your business needs.
Take the Next Step
If you're ready to uncover and develop the unconventional leaders within your company, consider our scientifically advanced psychometric testing services and our comprehensive training and coaching services:
Soft Skills Coaching and Training: Enhance your leaders' communication, empathy, and problem-solving abilities through our tailored workshops and coaching sessions.
Hard Skills Training: Equip your leaders with the necessary tools through our programmes in leadership and management training and communication skills development.
Contact us today for a free consultation about how our training and coaching services can help you identify, develop, and empower the next generation of leaders in your business.