Tag Archives: coaching

Current Research Interest

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The focus of my research is to investigate strategies that leaders might employ to foster unity among individuals, even in the presence of various divisive variables such as intergroup conflict, physical separation, and hierarchical structures. In addition, I also research the correlation between leadership and emotions in the workplace. Specifically, I focus on how leaders may cultivate a favourable emotional environment among their staff. In order to investigate these research inquiries, I utilize a range of methodologies, such as field studies, laboratory and field experiments, archival studies, and content analyses.

How leaders bring people together around a common goal

My initial research focuses on examining how leaders can effectively convey a shared overarching aim or vision, and how they may successfully bring people together around this objective, even in the presence of various divisive issues. The degree to which leaders effectively communicate a shared objective is crucial for comprehending not only how leaders motivate others to accomplish the objectives, but also lies at the heart of leadership itself, as leadership is defined as the act of influencing others to attain a collective purpose. Through my personal research, I aim to comprehend the strategies that leaders can employ to express a compelling vision that fosters unity among individuals and drives them towards its realization. Additionally, I explore many factors that either aid or hinder leaders in their ability to bring people together under a shared goal. The reason for this is because mobilizing individuals around a common goal is not simply a matter of conveying the vision, but also requires considering various human and organizational factors.

A look at the ways in which leaders form an emotional culture in the workplace.

“Emotions are not a form of noise.” “They are data” – Sigal Barsade

Emotions not only provide insight into an individual’s psychology, but also serve as a complex tool for understanding the culture of teams and organizations. The focus of my second study stream is to comprehend the methods via which leaders establish an emotional culture inside their teams, departments, and organizations. My primary research focuses on how leaders can establish a sense of shared purpose within an organization regarding its future goals. Additionally, my secondary research examines how leaders can cultivate a common understanding among members of a social group regarding which emotions should be expressed or suppressed during collaborative work.

The current approach to leadership development is proving to be ineffective, indicating the need for a new strategy.

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An insightful and intellectually stimulating essay in the Winter 2024 MIT Sloan Review (accessible through a paywall with different pricing tiers) resonates with the ideas I have presented on this blog regarding the shortcomings of organizations in their selection of leadership development programs. The article titled “Leadership Development is Failing Us – Here’s How to Fix It” by Hannes Leroy, Moran Anisman-Razin, and Jim Detert presents evidence-based results and insightful recommendations.

The essay highlights that leadership development programs often fail to effectively enhance organizational capacities for many firms.

The selection and assessment of leadership development programs primarily rely on subjective preferences rather than objective measures of enhancing participants’ talents, fostering significant performance improvement, and facilitating robust career advancement.

One of my preferred lines is: “According to an executive’s observation, decisions regarding leadership development appear to resemble the online dating industry, where the act of swiping left, or right is primarily influenced by appearance rather than substance.”

The authors propose that in order to address the prevalent and ineffective approach to selecting leadership development programs, attention should be directed towards three key factors: vision, method, and impact.

  • Vision: Will participants enhance their leadership skills and be inspired to apply their acquired knowledge?
  • Method: Does the program present a level of difficulty that is intellectually demanding, and will the participants acquire knowledge and skills even if they experience discomfort due to the intricacy?
  • Impact: Can we expect alterations in behaviors?

You should feel discontented and exhausted by the unsatisfactory outcomes of your endeavours in developing leadership skills.

I appreciate the article’s recommendations for enhancing the process of selecting leadership development programs. This article should be periodically studied and cited as a valuable resource for discussing the topic of learning disabilities (L.D.). Executives, it is important for you to take responsibility for this mindset and ensure that your supporting functions (such as H.R., Learning and Development, and sponsoring managers) are also held accountable.

Additional pragmatic suggestions to enhance the leadership development ideas in the article include implementing sustained efforts in conjunction with coaching.

First: Leadership development initiatives must be consistently maintained. Cease the practice of providing single, isolated training sessions for leadership development without any follow-up or continuation. Do not presume that individuals will acquire leadership skills solely via an online course. Guidance, feedback, and time are crucial. If the experience does not provide this combination, it is a one-time occurrence.

Second: The sponsoring manager must possess a role that extends beyond simply granting approval for the bill.

The sponsoring manager must actively fulfil the role of a sponsor, rather than merely being responsible for approving the bill for payment. The sponsoring manager must possess a comprehensive understanding of the Vision, Method, and anticipated Impact as outlined by the authors above. Subsequently, it is vital for them to actively engage by providing guidance, offering prompt criticism on behavior, and fostering a cooperative environment to discover fresh prospects alongside the individual.

Third: Seek a comprehensive development opportunity. Evaluate whether the program provides specialized, evidence-based guidance, sufficient practical application time, constructive feedback and mentoring, and a collaborative learning environment for exchanging ideas and cultivating strategies to overcome challenges. If not, press the stop button and make a more diligent effort to choose the appropriate option. Alternatively, you can create the appropriate service on your own.

Fourth: Assess the long-term effects, for goodness’ sake. Enhance and refine initiatives to quantify the extent of influence. Direct your attention to the performance, cultural, and growth-oriented measures that are significant. Below are a few options to begin with: Key performance indicator (KPI) performance, successful achievement of goals, level of engagement, ability to retain employees, capacity to handle additional tasks, increase in critical thinking skills, impact on leadership, demonstration of effective leadership on a large scale, and other relevant factors. Ensure that measures are also established for the sponsoring managers. They play a crucial role in the success of these projects. Observe these measures. Adjust them as necessary. Incorporate them within the organization’s operational framework.

Summary for the Present Moment

This subject heightens my level of energy. There is nothing more revered in our profession than discovering methods to develop the abilities that drive our organizations towards achieving our vision and purpose. For many years, managers and executives have been delegating tasks to other departments and relying on training businesses that provide one-time services. Adhere to the instructions provided in the aforementioned article and use my ideas to introduce a practical and realistic perspective. Although it is sometimes claimed that we are all technological organizations in the present century, the truth is that our success and survival as organizations depend on having the most exceptional individuals. Begin exhibiting the qualities of a leader when it comes to the development of leadership skills.