HR can select from a range of activities to help increase leadership capability. There are internal and external development activities to enable individuals to develop their leadership skills.
Internal development activities include on-the-job training, coaching, mentoring, conferences, job rotation and secondments, higher duties, networking, informal learning sessions, attending workshops, reading articles etc.
External development activities include formal training sessions/workshops and Executive Leadership training programs.
Coaching is a form of development activity which leaders can benefit from. Coaching leaders and managers can enable them to increase work performance and also to enhance their awareness of social/work/personal behaviours.
Coaching aims to help another person learn in ways that encourages them to keep growing. Coaching tends to be based on asking rather than telling, and helps to provoke thinking rather than giving directions.
A growing proportion of employees now work at a distance; from home or on a different site to other employees within their team. This is increasingly common in organisations and as such, leaders and managers need to develop skills to best manage challenges that arise from remote team members and virtual teams.
There are similarities in leading virtual compared to those located in one location. However, leaders managing virtual teams need to be more conscientious, deliberate and well planned when communicating and connecting with their team.
HR plays a key role in driving coaching and leadership development activities within organisations. HR must lead by example and provide guidance, support and help to drive leadership initiatives. There are many activities of which HR must be part of when it comes to implementing successful leadership development activities.