The challenges of the past few years have taught us how important leadership is – to have clear direction and guidance, calm analysis of rapidly changing information, and support when it matters most. When you pivot on a dime, leadership is critical to success.
But great leaders are also necessary for smooth day-to-day operations. Your executive director, board of directors, and chapter heads, among others, are responsible for ensuring the effective operations of the association, and if they do their jobs well, leadership is like the air you breathe – it’s all around but you don’t notice it.
Lao Tzu defined great leadership centuries ago. He wrote, “A leader is best when people barely know he exists, when his work is done, his aim fulfilled, they will say: we did it ourselves.”
When leadership is lacking, however, it’s very noticeable in almost every part of the association. A lack of staff engagement, discontented members, turf guarding, ineffective decision-making, frustration, and high employee turnover are all byproducts of poor leadership.
So where can you find great leaders?
Certainly, you can hire them. Most associations replacing a chief executive will research the candidates’ experience, looking for leadership demonstrated in former positions.
You don’t, however, always have the luxury of hiring new employees, and your needs may require that existing staff members become project leaders or committee leaders before they reach the C-suite. You might have to grow your own.
Younger staff members want to advance their careers with new skills. They want to learn and practice new skills in their existing positions and prepare for their next job – which might also be with you. Their need to develop leadership skills can mesh easily with your need for staff members who can lead.
Leadership, however, doesn’t develop in a vacuum. If you want to grow leaders, make leadership training visible in the organization and reward those who participate with stretch assignments and praise. Acknowledge and appreciate employees who demonstrate leadership qualities, even if they are not in formal leadership positions. Implement recognition programs that celebrate achievements, contributions, and leadership behaviors displayed by individuals at all levels. Recognizing leadership potential motivates others to aspire to similar qualities and reinforces the importance of leadership throughout the organization.
Design Leadership Training to Fit Your Needs
If you have the resources, you can develop comprehensive leadership development programs that target employees at various levels of the organization. These programs should encompass a mix of theoretical knowledge and practical skills, as well as experiential learning opportunities. You can mix in-house mentoring, coaching, online learning, formal workshops, off-site training, and skills certification to keep training interesting and effective.
If you’re not ready to launch a full-blown, in-house leadership training program, however, you can emphasize leadership training as a self-study option for staff members. Offer to pay for advanced degrees like MBAs and allow employees to attend some classes during work hours. Emphasize the benefits of earning industry-level certifications like ASAE’s CAE program or other certifications in your industry.
You can also use your experienced leaders to help train others. For example, when you assign a new project to an inexperienced leader, assign a mentor, too. Mentors can act as sounding boards as new leaders work with teams to design, execute, and evaluate new projects. As mentors model effective management techniques, they can work on their own leadership skills and can rely on their own mentors to help them teach. This type of program also works well with newly promoted managers.
Cultivate a Culture of Empowerment
Whatever form your leadership training program takes, foster a work environment where employees feel valued, encouraged, and empowered to take initiative. Provide opportunities for skill development and continuous learning to build confidence in their abilities. A culture of empowerment motivates individuals to step up, share ideas, and take leadership roles at all levels.
Emphasize Emotional Intelligence Skills
Encourage the development of emotional intelligence among employees. Leaders who possess strong EI skills are better equipped to understand and connect with their teams, communicate effectively, and navigate challenging situations with empathy and composure. By promoting EI, you create a more empathetic and approachable leadership culture.
Foster a Growth Mindset
Instill a growth mindset within the organization, where employees embrace challenges, view failures as opportunities for learning, and are open to continuous improvement. Leaders should exemplify this mindset by seeking feedback, being receptive to new ideas, and displaying resilience in the face of adversity.
Good Communication is Essential
As you work to empower leaders in your organization, remember that communication is key to effective work groups. As budgets allow, you can use technology to help you handle time-consuming organizational tasks. Messaging platforms like Slack, Google Chat, and MS Teams can help teams talk to each other – even if they aren’t in the same physical location. Collaboration software is also helpful in keeping everyone current and informed. You can try Asana, Basecamp, Todoist, and others.
Finally, effective leadership doesn’t exist exclusively in the C-suite. Employees at any level can develop leadership skills, even if they don’t aspire to top management. Associations that encourage their employees to grow reap the benefits of better engagement, lower turnover, and higher satisfaction for everyone.
