Developing Executive Leadership is an Art that can be Cultivated


Executive leadership is of great importance in any organization. This is because executive work is about implementing the organization’s goals and carrying out day-to-day activities in achieving these. Any organization that has to consolidate its position in the market has to inculcate executive leadership. Developing executive leadership is among the prime goals for any organization.

It is true that leadership comes to some people more naturally and effortlessly than to others. But developing executive leadership does not have to be so. One can acquire these talents over time and with practice and the right honing.

Some of the ways by which an organization can take steps towards developing executive leadership:

Cultivating the ability to understand the team’s abilities

For organizations that need to develop executive leadership, they need to have a clear grasp of the team’s strengths and weaknesses. This is the key to developing executive leadership, because this knowledge is what helps the leadership get the best out of the organization’s employees.

Communication is all important


Communication is the cornerstone to the development of executive leadership skills. A large part of the work that needs to be done by the organization’s teams needs to be communicated properly and effectively. For this to happen, the organization’s executive leadership needs to be clear about what the organization’s goals are, and how these need to be conveyed to the team.

Pay attention to the team’s needs


Executive leadership development cannot come about when there are disgruntled elements in the team that has to perform the organization’s executive functions. If the team has to function as one unit that is aligned with the business and the organization’s vision, its members have to be pepped up and proud about what they are doing. This can be brought about only when an organization is strong at developing executive leadership.

Mentoring is an important element of executive leadership


Strong mentoring that shows integrity and purpose goes a long way in developing executive leadership in the organization. The leaders have to set the example by being efficient, they need to instill confidence and purpose in the team, which is when the organization’s executive leadership matures into a formidable one.


The Challenge of Leadership is Very Varied

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It is a given that leadership is indispensable for organizations. Why? Because it is leadership that takes the organization to its intended, charted out destination. Since it is leadership that is the organization’s anchor; it is but natural that leadership faces challenges. The challenge associated with leadership is so inherent within it that it is right to say that if the challenge of leadership did not exist; there would be no need for leadership at all.

The major challenges of leadership


First of all, it needs to be understood that the challenge of leadership is not something to be wary of. Challenge of leadership should not be taken to mean difficulty. Leadership views challenges as the exact opposite: As an opportunity to show its abilities and improve on them.

The challenge of leadership presents itself in a myriad ways and is unique to each organization, its business and its culture. Having said this; we can list out a few major leadership challenges that are common across organizations and other entities.

The first challenge of leadership: Inspiring others


The number one challenge of leadership is looking ahead and assessing the big picture for the business, and more importantly, being able to take the whole team along towards achieving the charted goal of the organization. Being motivated by oneself is one thing, but having the ability to instill the same passion is another, and is the biggest challenge of leadership. Once this challenge of leadership is fulfilled, the organization becomes a highly motivated and eager one, in which everyone is filled with the desire to take the organization forward towards its goals.

The best example that comes to mind is that of the idea of America. If the US is a world leader today in all the areas that matter, it is because the spirit of freedom and the desire to excel and stand out from the crowd by doing things differently did not die with the Founding Fathers. It got deeply etched in the minds of nearly every American down the ages. This is a prime example of how the challenges of leadership have inspired generations.

Other characteristics of challenges of leadership


While the point listed above can be considered the ideal example of meeting the challenges of leadership; there are others, such as:

  • Showing grace in victory
  • Being humble in the face of failure
  • Being honest to one’s own fault
  • Being receptive to the team’s concerns and difficulties
  • Taking constructive criticism in one’s stride
  • Making the team participative in the organization’s growth
  • Not losing focus of the organization’s growth path.

Effective Business Leadership Strategies involve Grooming Leadership


For a business organization to grow beyond the mundane, building solid business leadership strategies is an imperative. These are more important than anything else in the organization, because it is these business leadership strategies that build organizations more than anything else. Good business leadership strategies involve having the ability to look ahead and anticipate change and convert challenges into opportunities and learning from its mistakes.

Sound business and leadership strategies are intertwined with each other

At the core of business leadership strategies lies the issue of the inseparability of leadership and business from each other. A process-oriented organization chooses to build business leadership strategies that include the CEO and make him or her the pivot, but by no means the only decision maker in the organization. In other words, the organization that implements business leadership strategies affords importance to the CEO, but considers her the first among equals.

Such an organization grows because even while it leaves critical decision-making to the CEO, it also makes it a point to build a backup leadership team that gets groomed even while the CEO is at the helm. This is one of the secrets of successful organizations. Most organizations think of disaster recovery and business continuity from the financial, infrastructural or other physical aspects, but an organization that implements sound business leadership strategies thinks of having a layered central leadership in which no void or vacuum is ever created.

Good business leadership strategies recognize talent

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An organization that adapts business leadership strategies goes out of its way to recognize talent in its people. Of course, it is talent that brings people into the organization in the first place, but spotting and exploiting organization in the employee once she is in, is a different thing. Once into the organization, the employee must be free to express her abilities and show the organization how well she can expand her horizons. An organization that is too focused on its own narrow ends misses out on such latent leadership abilities in its employees, who are bound to leave sooner or later for greener pastures. Organizations that have business leadership strategies make it a point to develop these leaderships at various levels.

Organizations need to keep updating business leadership strategies


This is another extremely important aspect that many organizations either overlook or refuse to accept. When business strategies keep changing ever so often, why should companies be stuck in their old school thought about leadership changes? All organizations need to keep changing and updating their business leadership strategies, aligning them to changing business needs if they have to stay ahead of the curve. In simple terms, the organization that understands the importance of business leadership strategies looks at the strategic or long run elements, rather than looking for tactical plans.

The Endless “Born or Made” Debate about Leadership


Leadership, as we all know well, is the biggest factor in an organization. It is the most significant ingredient in an organization’s success or failure. An organization is known by its leadership ability, just as a nation, too, is known by it. Some organizations, like nations, have shown exemplary leadership at times of crisis to steer the team out of trouble. Many leaders have gone down in history for taking momentous decisions.

While there is no doubt about the role and importance of leadership to an organization; the big debate in management, psychology, social, academic and many other circles is this: Is leadership born, or is it made? The starting point of this debate is almost impossible to ascertain. It is perhaps as old as leadership itself. It is not likely to end till as long as the human race continues to produce leaders, analysts, debaters and academicians!

Subjective and difficult to determine

While the topic of whether leadership is innate or inculcated is one of the highly dividing and polarizing debates that we can get to see; it is interesting to see that the distinguishing lines are often blurred. It is not always possible to arrive at black and white answers to a grey question such as this. There is no outright winner in a debate on a topic of this nature.

While people who argue that leaders are born are forthright in their assertion about their thinking and back their viewpoint with examples, statistics and the like; the other side of the camp is equally convinced about its own perspective, being equally strong in its articulation that leaders can be made.

Get a fresh perspective on the topic

Want to take the debate farther and try to understand the interplay between natural and imbibed leadership abilities, or what one may consider the debate between nature and nurture? An interesting and highly perceptive, entertaining learning session from TrainHR, a leading provider of professional trainings for the HR industry, will bring forth many aspects of this debate.

Harold P. Brull, a licensed psychologist and has taught industrial/organizational psychology at the undergraduate and graduate levels for 17 years and served as Senior Vice-President of Personnel Decisions International (PDI), now Korn Ferry Leadership Consulting, for 36 years, during which he has designed selection processes and systems for over 1,000 organizations ranging from ford Motor Company to the Peace Corps; will be the speaker at this webinar.

Want to understand the perspectives on the born vs. made leadership that this senior leadership professional brings? Then, please attend this webinar, to do which all that is needed is logging on to TrainHR

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program.

This webinar has been approved for 1.5 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Discussion of the elements of leadership


It is just that some people slide into leadership roles much more easily and naturally than many others. It is not that the others cannot do the same, but it is just that they are not at as much ease in doing this. This is the triggering point of the debate about whether leadership is born or made. Why or how is it that some people get it more naturally and more easily than many others, despite starting at the same point and despite being of the same sociocultural, economic or educational background?

At this webinar, Harold will give participants an increased understanding of what constitutes effective leadership and what others expect of those they follow. He will examine how organizations develop their leaders in order to compete successfully in the global marketplace. This webinar will examine leadership from a variety of perspectives, focusing on how leadership has been studied and how organizations have attempted to develop leadership talent.

This session is of high utility to anyone who aspires to leadership position, anyone who wants to understand themselves and their bosses better, anyone wanting to understand how nature and nurture interact in terms of leadership, and anyone interested in developing their own leadership skills.

Harold will cover the following areas at this webinar:

  • Why Leadership Matters
  • The History of Identifying Leaders
  • The Interplay between Nature and Nurture
  • The Distinction between Leadership and Management
  • What Matters to Followers
  • How Organizations view Leadership
  • Research on Leadership Effectiveness
  • What’s needed for tomorrow’s world?