In leadership and team management, understanding team roles and how individuals engage in decision-making and project execution is crucial for success. The 5 Ps Delegate Model categorises individuals based on their level of involvement, attitude, and contribution within a team or organisational setting. These five roles — Pilot, Participant, Passenger, Protestor, and Prisoner — provide insights into team dynamics and help leaders optimise productivity and morale.

This model is particularly useful in team development, where engagement determines progression and success. By identifying where team members fall within this framework, leaders can implement targeted strategies to enhance participation, mitigate resistance, and foster a positive work environment.

1. Pilot: The Leader and Visionary

The Pilot is the most proactive and engaged individual in any setting. This person takes charge, provides direction, and assumes responsibility for outcomes. Pilots are natural leaders who influence and inspire others with their vision, motivation, and ability to execute tasks effectively. They are goal-oriented and seek solutions rather than dwelling on problems.

Characteristics of a Pilot:

• Takes initiative and makes strategic decisions
• Motivates and guides team members
• Assumes responsibility for success and failures
• Demonstrates a strong work ethic and commitment
• Proactively seeks improvements and efficiencies

Challenges of a Pilot

While pilots are instrumental in driving progress, they may sometimes struggle with delegation. They may feel the need to control every aspect of a project, which can lead to micromanagement. Additionally, if pilots do not consider team input, they may alienate participants and passengers, reducing overall engagement.

How to Support a Pilot:

• Encourage delegation to prevent burnout
• Provide constructive feedback to refine leadership skills
• Ensure pilots collaborate effectively with others

2. Participant: The Engaged Contributor

The Participant plays an active and positive role in a team but does not necessarily take on the leadership responsibilities of a pilot. Participants are engaged, responsible, and enthusiastic about contributing to the success of the project or organisation. They are valuable assets because they take initiative without necessarily seeking authority.

Characteristics of a Participant:

• Actively contributes ideas and solutions
• Supports the pilot in execution and decision-making
• Engages in discussions and collaborative efforts
• Demonstrates accountability and reliability
• Maintains a positive attitude toward change and challenges

Challenges of a Participant

Participants are crucial to any team, but they may sometimes lack the influence or confidence to challenge ineffective leadership. Additionally, if they do not receive recognition or encouragement, they may lose motivation and disengage over time.

How to Support a Participant:

• Provide opportunities for leadership development
• Recognize and reward contributions
• Encourage active participation in decision-making

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3. Passenger: The Passive Observer

The Passenger is present in a team but plays a passive role. Unlike participants, passengers do not actively contribute to discussions, decision-making, or problem-solving. They tend to go with the flow, neither hindering nor significantly advancing team efforts.

Characteristics of a Passenger:

• Attends meetings and follows instructions without active engagement
• Avoids conflict and remains neutral
• Reluctant to take on additional responsibilities
• May contribute minimally if directly asked but does not take initiative

Challenges of a Passenger

While passengers do not necessarily cause disruptions, their lack of engagement can lower team morale and productivity. If too many team members fall into this category, it can create an imbalance where the workload is disproportionately distributed among pilots and participants.

How to Support a Passenger:

• Encourage involvement by assigning specific tasks
• Provide motivation and incentives for active participation
• Create a safe thinking environment for sharing ideas without judgment

4. Protestor: The Resistant Opponent

The Protestor is actively disengaged and often resistant to change or leadership decisions. Protestors may express dissatisfaction openly or subtly, creating friction within a team. While their concerns may sometimes be valid, their approach can disrupt progress rather than contribute constructively.

Characteristics of a Protestor:

• Frequently questions or challenges leadership decisions
• Displays skepticism and negativity toward projects or goals
• May attempt to rally others against certain ideas or leaders
• Resists changes, even when necessary
• May complain without offering alternative solutions

Challenges of a Protestor

While protestors can provide necessary critical perspectives, their approach may lower morale and create divisions within a team. If their concerns go unaddressed, they may become more disruptive over time.

How to Support a Protestor

• Actively listen to concerns and address valid points
• Encourage solution-oriented discussions
• Clarify expectations and consequences of non-cooperation
• Foster a culture of constructive criticism rather than negativity

5. Prisoner: The Disengaged and Resentful

The Prisoner is someone who feels trapped in their role, often displaying resentment, disengagement, or apathy. Unlike protestors, who voice their dissatisfaction, prisoners tend to withdraw and display passive resistance. Their disengagement can stem from frustration, feeling undervalued, or a lack of alignment with team goals.

Characteristics of a Prisoner:

• Shows minimal interest or enthusiasm
• Feels stuck in a role without purpose or fulfillment
• May appear detached, unmotivated, or even resentful
• Often completes tasks without effort or care
• Unlikely to engage in discussions or offer input

Challenges of a Prisoner

Prisoners can significantly impact team dynamics by lowering morale and productivity. Their lack of engagement can be contagious, leading to a negative work environment if not addressed.

How to Support a Prisoner:

• Identify the root cause of disengagement
• Provide opportunities for skill development and growth
• Foster a more inclusive and supportive environment
• Offer mentorship or reassignment to more suitable roles

Applying the 5 Ps Delegate Model in Leadership

Understanding the 5 Ps model allows leaders to:

1. Identify team members’ engagement levels and attitudes.
2. Tailor leadership styles to support and motivate each category.
3. Balance delegation to ensure efficiency and prevent burnout.
4. Mitigate resistance and disengagement through proactive management.
5. Encourage active participation by fostering a collaborative culture.

The 5 Ps Team Roles

The 5 Ps Delegate Model provides a valuable framework for understanding team roles, delegate engagement, and improving leadership strategies. Recognising the roles of pilots, participants, passengers, protestors, and prisoners enables leaders to cultivate a productive, motivated, and cohesive team. Organisations can maximise efficiency, innovation, and success by fostering a culture that encourages active participation and addressing disengagement effectively.

Leaders who apply this model thoughtfully will not only enhance team dynamics but also create an environment where every individual feels valued and empowered to contribute to collective goals.

If you would like any support in your leadership or team development, do send me a message via the Contact Page.

There is a huge need for skills in the workforce. In a recent survey, 70% of leaders in the US identified significant skills gaps in their workforce. The most in-demand skills are ones that directly link to leadership. In addition, every leader needs to have a plan for how to best upskill their teams. Any leader who doesn’t have a plan for their own and team’s development will be falling behind. According to the World Economic Forum (WEF), four out of five businesses are expecting to implement new strategies to improve learning to address workforce and skills challenges over the next five years.

The most in-demand leadership skills are cognitive

The research has shown an overwhelming demand for cognitive skills because, with the rapid pace of change, technical competency, on its own, is not enough. Employees at every level need to be flexible, quick learning and able to adapt to change. Therefore, the most in-demand skills for leaders, and employees in general, are:

The 11 Top In-Demand Leadership and Employee Qualities

1. Strategic and critical thinking
2. Problem-solving and decision-making
3. Communication (oral and written)
4. Flexibility and adaptability 
5. Emotional intelligence and interpersonal relationships
6. Leadership and management
7. Time management
8. Creativity
9. Collaboration (including remote and hybrid work)
10. Cultural competence and inclusion
11. Storytelling

The Most In-Demand Leadership Skills Explored

Strategic and Critical Thinking

Strategic and critical thinking enables leaders to assess situations, identify potential challenges, make informed decisions and develop effective plans. It’s about thinking ahead and anticipating the needs of the organization. Leaders who excel in critical thinking can evaluate complex scenarios, weigh risks, and develop strategic solutions that align with organizational goals. This skill is essential for innovation and long-term success.

Problem-solving and Decision-Making

Effective leaders need well-honed problem-solving and decision-making skills. They need to be able to properly identify the type of problem being faced in order to select the right strategy or approach for solving it. They need an understanding of the psychology of decision-making and of decision-making processes so that they can be not only be decisive but make the best choices in a given situation.

Communication

Effective communication is paramount. Leaders must be able to articulate their vision, provide clear instructions, and foster open dialogue among team members. This involves not only speaking but also active listening, ensuring that all voices are heard and valued. By creating an environment where open communication is encouraged, leaders can build trust and promote collaboration.

Emotional Intelligence and Interpersonal Skills

Emotional intelligence involves recognizing, understanding, and managing your emotions and those of others. It’s crucial for building strong relationships and creating a positive work environment. Leaders with high emotional intelligence can navigate interpersonal dynamics, resolve conflicts, and foster a culture of empathy and respect. Good interpersonal skills build on emotional intelligence, allowing people to effectively build rapport, have meaningful social engagements and, where necessary, to resolve conflict.

Leadership and Management

Leadership and management often overlap, but they are not the same. Understanding the nuances between these roles can enhance the effectiveness of both leaders and managers within an organization. Here are some key characteristics that differentiate the two:

Leadership

1. Visionary Thinking: Leaders look beyond the immediate tasks and see the bigger picture. They set long-term goals and inspire their teams to work towards a shared vision that aligns with organizational values.
2. Influence and Inspiration: Rather than commanding, leaders inspire their team. They motivate by example, harnessing the strengths of their team members and empowering them to achieve their full potential.
3. Innovation: Leaders encourage creativity and new ideas. They foster a culture of innovation, where team members feel safe to experiment and challenge the status quo, driving continuous improvement.

Management

1. Planning and Organizing: Managers focus on setting goals and creating a structured plan to achieve them. They ensure resources are allocated effectively, and processes are in place to meet objectives efficiently.
2. Directing and Controlling: Managers ensure that tasks are completed efficiently and effectively. They oversee operations, monitor performance, and implement corrective actions when necessary to maintain productivity.
3. Stability: Managers work to maintain order and consistency within the organization. They establish policies and processes that provide a framework for operations, ensuring a stable and predictable environment.

Both roles are essential, but effective leadership often requires a balance of these characteristics. A successful organization benefits from leaders who can manage effectively and managers who can lead with vision and inspiration.

Time Management

Good time management, particularly for leaders, comes down to effective prioritisation. There are always more opportunities than there is time and more work than there are employees, so every member of a team needs to know what their priorities are and then how to manage their time to achieve the most important tasks.

Storytelling

Storytelling might be a surprise for some in this list of skills. It is not what we often think about when we think of work, but this would be a mistake. Humans are storytellers, and whether at work or not, it is stories that we most connect with. So whether we are creating a sales pitch, giving a presentation or preparing for a public-speaking engagement, storytelling is at the core of ensuring we effectively engage our audiences.

The Most In-Demand Traits for Leaders and Employees

Some of the items listed in the survey are traits rather than skills, but they can also be developed through training and gaining relevant experience. As the research has shown, these traits are often the distinguishing factors that contribute to effectiveness and success.

Flexibility and Adaptability

Flexibility and adaptability are vital in a fast-changing world and workplace. Leaders and other employees need to be comfortable with change, not only in their situation but in their need to change and develop. We no longer live in a situation where the majority of people can expect to remain doing the same job or trade for their whole career. The most successful people will be the ones who can adapt the best to change.

Creativity

To find new ways to deal with change and overcome challenges we need creativity. Creativity is where innovation starts, and the organisation that can keep innovating is the team that will stay ahead of the competition. Creativity is a trait but there are skills and techniques that can be learned to develop creativity, such as lateral thought and brainstorming techniques along with facilitation of workshops for team innovation.

Collaboration

Leaders must work well with others, encouraging participation and valuing diverse perspectives. They facilitate teamwork by creating an inclusive environment where all contributions are recognised and leveraged. Effective collaboration leads to innovative solutions and a shared sense of purpose among team members.

Cultural competence and Inclusivity

Cultural competence is not just about understanding different national cultures, it is about a deep understanding of all manifestations of culture, including workplace culture. Understanding organisational culture is vital for encouraging the right team behaviours and linking them to core values.

As seen above, inclusivity is linked to collaboration. It means that we are encouraging the right people into the organisation to maximise effectiveness. Every team needs a variety of personalities and competencies to fill the vital range of team roles. Diversity of thought is critical for innovation and creativity.

Leadership Skill Development Next Steps

Leadership is a dynamic skill set that requires continuous development and application. Whether you are an aspiring leader or an established manager, developing these essential, in-demand leadership skills will enhance your effectiveness and contribute to the success of your organisation.

To maximise your development as a leader, you need to understand where you are on your journey and which skills you most need to work on. To help you further, click on the link below for resources to support your self-improvement and for those in your teams:

Leadership Development: Master the Top Leadership and Life Skills

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What are seven ways to be a better leader? What skills, approaches and types of leadership can help you lead more effectively?

Whether you are leading a small team or a large organisation, the ability to inspire, motivate, and guide others is crucial for success. And, no matter our experience or senority, we can all improve our leadership in one way or another. But what does it take to be a better leader? Which leadership skills are most in demand? Here, we outline seven practical ways to enhance your leadership level and skills and make a positive impact on your team.

1. Communicate Clearly and Effectively

Communication is at the heart of leadership. A good leader knows how to convey ideas and information clearly and concisely. This means not only speaking well but also listening actively. By understanding the needs and concerns of your team, you can address issues more effectively and build stronger relationships.

“Communication – the human connection – is the key to personal and career success.” – Paul J. Meyer

The Importance of Active Listening

Active listening goes beyond hearing words; it involves understanding the context and emotions behind them. By giving your full attention to the speaker, you show respect and value their input. This fosters an environment of trust and openness, encouraging team members to share their thoughts without fear of judgment.

Crafting Clear Messages

Using simple and direct language helps prevent misunderstandings. Avoid jargon and overly complex terms that might confuse your audience. Instead, focus on clarity and brevity (such as using the Rule of 3) to ensure your message is understood as intended. This approach not only improves communication but also enhances your credibility as a leader.

Encouraging Open Dialogue

Creating a safe space for team members to express their thoughts and ideas is crucial. Encourage questions and discussions during meetings, and show appreciation for diverse perspectives. By promoting a thinking environment, you empower your team to contribute actively, leading to more innovative solutions and a more cohesive team dynamic.

2. Lead by Example

A true leader sets the standard for others to follow. By demonstrating integrity, accountability, and dedication, you inspire your team to emulate these qualities. Leading by example means being consistent in your actions and showing commitment to the team’s goals.

“Example is not the main thing in influencing others, it is the only thing.” – Albert Schweitzer.

Demonstrating Integrity and Accountability

Exhibiting the behaviour and work ethic you expect from your team builds trust and respect. When you take responsibility for your actions and decisions, you demonstrate accountability, which in turn encourages your team to do the same. This creates a good culture of honesty and transparency within your organisation.

Commitment to Continuous Learning

A leader who is committed to continuous learning and improvement sets a powerful example. Show your team that you are open to new ideas and willing to adapt by seeking out educational opportunities. By prioritising your own development, you inspire your team to pursue growth and excellence as well.

Consistency in Actions and Values

Consistency in your actions and adherence to your values reinforces your credibility. When your team sees that you consistently uphold the organisation’s values, they are more likely to align their efforts with those values. This alignment fosters a unified direction and strengthens the team’s overall effectiveness.

3. Foster a Collaborative Environment

Collaboration is key to achieving success in any team. Encourage your team members to work together, share ideas, and support one another. By fostering a collaborative environment, you promote creativity and innovation, leading to better problem-solving and decision-making.

“Coming together is a beginning, staying together is progress, and working together is success” — Henry Ford 

Strengthening Team Relationships

Organise regular team-building activities to strengthen relationships and build trust. Challenging activities, that encourage communication and cooperation, help team members understand each other’s strengths and weaknesses. As these relationships grow, so does the team’s ability to collaborate effectively.

Encouraging Cross-Functional Projects

Cross-functional projects bring diverse perspectives together, leading to lateral thinking and more innovative solutions. By encouraging collaboration between different departments, you not only enhance creativity but also broaden the skill sets of your team members. This synergy can lead to more comprehensive and effective problem-solving.

Recognizing and Rewarding Teamwork

Recognise and reward teamwork and collaboration efforts to motivate your team. Publicly acknowledging collaborative successes reinforces the importance of working together. Offering rewards or incentives for collaborative achievements can further encourage your team to engage in cooperative efforts.

Remember the old leadership adage: “Praise in public, reprimand in private.”

4. Invest in Leadership Development

Leadership skills can be developed and refined over time. Investing in your own growth as a leader and providing opportunities for your team to develop their leadership skills is essential. Consider enrolling in leadership coaching programs, attending workshops, and seeking mentorship.

“Leadership and learning are indispensable to each other.” – John F. Kennedy 

Expanding Leadership Knowledge

Enrolling in leadership training courses and workshops is an excellent way to expand your leadership knowledge. These programs offer valuable insights and strategies that can enhance your effectiveness as a leader. By continually updating your skills, you remain equipped to handle new challenges and opportunities.

Seeking Mentorship and Guidance

Finding a mentor can provide guidance and support as you navigate your leadership journey. A mentor offers a different perspective and shares experiences that can inform your decisions. Their insights can help you avoid common pitfalls and develop a more nuanced understanding of leadership.

Empowering Your Team’s Development

Provide opportunities for your team to develop their leadership skills by offering training and development programs. Encouraging your team to pursue growth not only benefits them individually but also strengthens the organization as a whole. A team that is empowered to lead is more resilient and adaptable to change.

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5. Be Adaptable and Open to Change

The ability to adapt to new situations and embrace change is a vital leadership skill. In a rapidly changing world, leaders must be flexible and open-minded. By being adaptable, you can guide your team through transitions and seize new opportunities.

“Change is inevitable. Growth is optional.” — John C. Maxwell

Staying Informed About Industry Trends

Stay informed about industry trends and developments to anticipate changes and adapt accordingly. Regularly consuming relevant publications, attending industry events, and networking with peers can provide valuable insights. This knowledge enables you to make informed choices and prepare your team for upcoming challenges.

Cultivating a Culture of Learning

Encourage a culture of continuous learning and experimentation within your team to foster adaptability. Promote the idea that mistakes are learning opportunities and support team members in trying new approaches. This culture of continuous improvement empowers your team to innovate and remain competitive in a changing landscape.

Embracing Feedback and Adjusting Strategies

Be open to feedback and willing to adjust your approach when necessary. Encourage your team to provide honest feedback and use it as a tool for growth. By demonstrating a willingness to adapt based on feedback, you show that you value input and are committed to optimizing team performance.

6. Build Trust and Credibility

Trust is the foundation of any successful team. A leader who is trustworthy and credible can create a positive and supportive work environment. Building trust requires honesty, transparency, and consistency in your actions and decisions.

“Trust is the glue of life. It’s the most essential ingredient in effective communication. It’s the foundational principle that holds all relationships.” – Stephen Covey

Being Transparent and Honest

Be transparent about your intentions and decision-making processes to build trust. Openly sharing information with your team demonstrates honesty and fosters a culture of transparency. When team members understand the reasoning behind decisions, they are more likely to support and trust your leadership.

Following Through on Commitments

Follow through on your commitments and promises to reinforce your credibility. Consistently delivering on what you say builds confidence in your leadership. This reliability reassures your team that they can depend on you, which strengthens their trust in your abilities.

Treating Team Members with Respect

Treat all team members with respect and fairness to cultivate a supportive work environment. Acknowledge their contributions and value their input, regardless of their position. This respect fosters a sense of belonging and encourages team members to invest in the team’s success.

7. Recognize and Celebrate Achievements

Acknowledging and celebrating the accomplishments of your team is a powerful way to boost morale and motivation. Recognising individual and team achievements shows that you value their contributions and encourages continued excellence.

“Celebrate what you want to see more of.” – Tom Peters

Publicly Acknowledging Achievements

Publicly acknowledge achievements in team meetings or newsletters to highlight successes. Sharing these accomplishments not only boosts morale but also sets a benchmark for others to strive towards. This recognition motivates team members to continue delivering their best work.

Organising Celebratory Events

Organise events or outings to celebrate milestones and successes, fostering team camaraderie. These events provide an opportunity for team members to relax and bond outside of work, strengthening relationships. Celebrating achievements together reinforces a shared sense of purpose and accomplishment.

Providing Meaningful Rewards

Provide meaningful rewards or incentives for outstanding performance to encourage excellence. Tailor these rewards to individual preferences to show genuine appreciation. This personalised recognition demonstrates that you value each team member’s unique contributions and inspires them to maintain high standards.

The Journey to Better Leadership

Becoming a better leader is a continuous journey that requires dedication and self-reflection. By focusing on clear communication, leading by example, fostering collaboration, investing in leadership development, being adaptable, building trust, and recognising achievements, you can enhance your leadership skills and create a positive impact on your team. Remember, effective leadership is not about holding a position of authority; it’s about influence, and this involves inspiring and empowering others to reach their full potential.

Incorporate these seven ways into your leadership approach, and you’ll be well on your way to becoming a more effective and respected leader. With practice and commitment, you can develop the skills needed to guide your team to success.

Good luck – and drop me a line via the Contact Page if there is any way I can help!

All leaders can improve their skills. A leadership skill development framework, such as this one from Robert Katz, can help. This YouTube video introduces the model:

Robert Katz Leadership Skills Model

One of the most well-known of these skill development frameworks comes from the research of Robert Katz. He divided leadership skills into three primary domains. These were:

• Technical

• Human

• Conceptual

For more information, follow the link to the full article:

Which Leadership Skill Do You Need to Develop Most?

In today’s fast-paced world, the demand for effective leaders is higher than ever. But what exactly does leader development mean? How can we define leadership development in a way that resonates with aspiring leaders? This article will explore the essential skills necessary for effective leader development, providing a comprehensive understanding of what it takes to become a successful leader.

What is Leadership Development?

Leadership development is a systematic approach to developing the leadership skills, behaviors, and mindsets needed for effective leadership. It involves a variety of activities and learning experiences designed to enhance one’s ability to lead others. This can include formal training programs, mentorship, coaching, and hands-on experience.

By focusing on leader development, organizations aim to cultivate leaders who can inspire and guide their teams toward achieving shared goals. The ultimate goal is to create a pipeline of competent leaders who are prepared to take on leadership roles at different levels of the organization.

Key Skills for Leader Development

To define leadership development, it’s crucial to understand the specific leadership skills and competencies that leaders need to develop. Here are some of the most important skill areas for effective leader development:

1. Communication Skills

Effective communication is the cornerstone of good leadership. Leaders must be able to convey their ideas clearly and persuasively to their teams. This involves both verbal and non-verbal communication, as well as active listening skills. Leaders also know how to give feedback, manage conflict, and have difficult conversations.

By honing their communication skills, leaders can foster open and transparent communication within their teams, building trust and rapport with team members.

2. Management Skills

There are differences between leadership and management, but a good leader needs to know how to manage effectively. This includes management of time, performance management, change management and resource management.

At the highest levels, a leader is setting the vision, driving the organisational culture and attracting the talent that ensures effective management.

3. Conceptual and Thinking Skills

Leaders have to be good thinkers. They need strong decision-making, problem-solving, and critical and creative thinking skills. They also need to manage their own emotions and those of others.

Leaders face a multitude of challenges and are often faced with complex decisions that require careful consideration and analysis. Developing strong conceptual skills is crucial for effective leadership, as it allows leaders to make timely, informed, and innovative choices that benefit their teams and organizations.

All this has to be done with balancing logic with emotions. Both are very important and therefore emotional intelligence goes hand in hand with rational thinking.

4. People Skills

Whether as individuals or teams, a leader is focused on people. A good leader needs strong interpersonal skills; they need to know how to lead in every direction, down, up and across. It is vital that they select the right people for the right roles, develop effective teams and develop talent. They need to set the right culture and encourage the best behaviours in their organisations.

A good leader creates an environment where people can thrive.

5. Self-Awareness and Flexibility Skills

A leader needs to know their strengths and weaknesses and an understanding of their personality and character traits. A good leader spends time in reflection, learns from their mistakes and seeks help for their own development.

This self-awareness, coupled with people skills, allows a leader to flex and adapt their style of leadership to the situation, team and individual.

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The Importance of Continuous Learning in Leader Development

Leadership development is an ongoing process that requires continuous learning and growth. Leaders must be committed to their own development, seeking out opportunities for learning and improvement.

Embracing Feedback

One of the most effective ways to develop as a leader is to embrace feedback from others. This involves seeking input from team members, peers, and mentors, and using that feedback to identify areas for improvement. I have gone through 360 degree feedback while in my own leadership roles, as well as facilitating it for others, and I highly recommend it, if you are truly committed to improvement.

By being open to feedback, leaders can gain valuable insights into their strengths and weaknesses, allowing them to make meaningful changes to their leadership style.

Lifelong Learning

Effective leaders are lifelong learners, constantly seeking out new knowledge and experiences to enhance their skills. This can involve formal education, such as attending workshops or pursuing advanced degrees, as well as informal learning opportunities, such as reading books or engaging in networking events.

By committing to lifelong learning, leaders can stay current with industry trends and best practices, ensuring that they remain effective and relevant in their roles.

Building a Supportive Environment for Leader Development

For leadership development to be successful, organizations must create a supportive environment that encourages growth and development. This involves providing access to resources, opportunities for learning, and a culture that values leadership development.

Creating a Culture of Development

Organizations must also create a culture that values and prioritizes leader development. This involves recognizing and rewarding leadership development efforts, as well as encouraging individuals to take ownership of their own development.

By fostering a culture of development, organizations can ensure that leadership development becomes an integral part of their overall strategy.

Mentorship and Coaching

Mentorship and coaching are powerful tools for leader development, providing individuals with guidance and support from experienced leaders. By pairing aspiring leaders with mentors or coaches, organizations can facilitate the transfer of knowledge and skills, helping individuals to develop their leadership potential.

Every leader can benefit from a leadership coach, as you can read about in What is Leadership Coaching and How is it Beneficial?

Leader Development: The Skills You Need as a Leader

Leadership development is a vital process that equips individuals with the skills and knowledge needed to lead effectively. By focusing on key skills such as communication, effective thinking, people skills and self-awareness, aspiring leaders can develop the competencies they need to succeed.

Organizations must also play a role in supporting leader development, creating an environment that encourages continuous learning and growth. By investing in leadership development, organizations can cultivate a pipeline of capable leaders who are prepared to guide their teams and organizations toward success.

Remember, leadership development is not a one-time event but a continuous journey. As you embark on your path to becoming an effective leader, embrace the opportunities for growth and development, and strive to make a positive impact on those around you.

If you would like more information about leadership development for either you or your team, then please drop me a line via the Contact Page.

How good a leader are you? What are your strengths and weaknesses as a leader? How can you do effective self-analysis to work out where you need to develop the most?

Whether you are an established leader or an aspiring one, understanding your strengths and areas for improvement is essential for personal and professional growth. Leadership self-analysis tools are invaluable resources that help individuals gain insights into their leadership styles, competencies, and readiness for advancement. By leveraging these tools, leaders can better align their personal goals with organizational objectives, thus driving both personal and business success.

As leadership expectations evolve, so do the tools designed to assess and enhance leadership capabilities. These tools have become sophisticated, incorporating data analytics and feedback mechanisms that provide a comprehensive view of one’s leadership potential. They empower leaders to introspect and recalibrate their approaches, ensuring their leadership style remains relevant and effective in today’s dynamic environment. Moreover, in a world where remote work and digital communication are becoming the norm, understanding one’s leadership traits through self-analysis tools can lead to improved virtual team management and communication.

Understanding Leadership Self-Assessment

Leadership self-assessment tools are designed to evaluate your leadership skills and competencies. They provide a structured way to reflect on your leadership abilities, identify areas for improvement, and set goals for development. These tools come in various forms, including questionnaires, surveys, and interactive online platforms. They are often grounded in psychological theories and leadership frameworks, ensuring they provide reliable and valid insights into one’s leadership capabilities.

Why Use Leadership Self-Analysis Tools?

1. Self-Awareness: These tools help you gain a deeper understanding of your leadership style and how it impacts others. Self-awareness is the first step toward becoming a more effective leader. By recognizing how your behaviors and decisions affect your team, you can make informed adjustments to enhance team dynamics and performance.
2. Identify Strengths and Weaknesses: By identifying your strengths and areas for improvement, you can focus on enhancing your skills and addressing any gaps. This targeted approach to development ensures that you are investing your time and energy in areas that will yield the most significant returns, both personally and professionally.
3. Professional Development: Leadership assessments provide a roadmap for personal and professional development, helping you set achievable goals. With clear objectives, you can chart a course for career advancement and personal growth, ensuring you remain competitive in your field.
4. Feedback and Improvement: Many tools offer feedback from peers or mentors, providing valuable insights into how others perceive your leadership abilities. This external perspective is crucial for identifying blind spots and reinforcing positive behaviors, fostering a culture of continuous improvement.

How to Choose the Right Leadership Self-Analysis Tool

With so many options available, choosing the right leadership self-analysis tool can be overwhelming. Here are some factors to consider when making your decision:

1. Purpose: Determine the specific goals you want to achieve with the assessment. Are you looking to improve specific skills, gain feedback, or identify potential for growth? Clarifying your objectives will help you select a tool that aligns with your development needs.
2. Format: Consider whether you prefer a self-assessment questionnaire, a comprehensive 360-degree assessment, or an interactive online tool. Each format offers different advantages, so choose one that suits your learning style and availability.
3. Feedback Options: Some tools offer the option to receive feedback from peers or mentors, which can provide valuable insights into your leadership abilities. Determine whether external feedback is essential for your development and choose a tool accordingly.
4. Cost: Leadership assessments can vary in cost, so consider your budget when choosing a tool. Some tools are free, while others require a subscription or a one-time fee. Ensure that the cost aligns with the value you expect to gain from the assessment.
5. Reputation: If using commercial tools, look for tools that have a strong reputation and positive reviews from other users. This can help ensure the tool’s reliability and effectiveness. Research the tool’s credibility and seek recommendations from trusted sources to make an informed choice.

Types of Leadership Self-Analysis Tools

As mentioned previously, there are various types of leadership self-analysis tools available, each with its unique approach and focus. Because there are so many, here I have recommended some of my favourites. These are tools that I have used personally and with clients over many years, so they are well tried and tested:

The Best Self-Analysis Tools for Self-Awareness

Personal Values Assessment

Values, whether they are personal or shared, are vitally important as they inform our choices and behaviours. Knowing our personal values supports our decision-making and gives us greater confidence, purpose and consistency. This makes us more attractive as leaders.

When we start to explore the values of other people and teams we work with, we gain a deeper understanding of organisational culture. This, as a leader, can help us build better environments, link principles to purpose, and manage conflict more effectively when it arises.

For all these reasons, this is why exploring values is one of the most important things I do with the leaders I work with.

The Big 5 (OCEAN) Personality Assessment

The Big Five, or OCEAN, model of personality is the most professionally regarded personality test by psychologists. It assesses your personality against five personality preferences, each on a spectrum. This sliding scale approach means it is more nuanced than personality tests that sort people into specific types (such as the Myers-Briggs MBTI test or DiSC assessment). There are free and paid versions of the Big 5 Personality Test available online.

The Best Self-Analysis Tool for Identifying Strengths and Weaknesses

Personal SWOT Analysis

One of the easiest and quickest self-awareness and situational awareness tools that you can use is the SWOT analysis. The SWOT analysis was initially designed as an organisational model, but by putting the focus on ourselves, we can swiftly assess our top strengths, weaknesses, opportunities and threats.

I regularly use the SWOT analysis for myself and my teams as it is such a simple tool. It is a great way to take a quick snapshot of how you are doing in the now. I then find it useful to reflect on these assessments over time to see how things develop.

For a deep dive into strengths and weaknesses, the CliftonStrengths (previously known as StrengthsFinder) is another popular tool. The key to this and other tools is to recognise and leverage your strengths as a leader.

The Best Self-Analysis Tool for Personal Development

Leadership Skills and Five Level Competency Assessment

This type of assessment evaluates specific leadership competencies, such as communication, decision-making, emotional intelligence, and strategic thinking. It helps you understand which competencies you excel in and which ones need improvement. By identifying these areas, you can tailor your development efforts to enhance your leadership profile and meet the demands of your role more effectively.

I favour a leadership skills framework that covers the five levels of leadership and the core competencies that need to be mastered at each stage of progression.

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The Best Self-Analysis Tool for Feedback and Improvement

360-Degree Leadership Assessment

A 360-degree leadership assessment collects feedback from multiple sources, including peers, subordinates, supervisors, and even external stakeholders. This comprehensive approach provides a well-rounded view of your leadership skills and behaviors. It helps in uncovering discrepancies between self-perception and how others perceive your leadership, offering a balanced perspective on your leadership effectiveness.

I have found 360-degree assessments invaluable as a leader. They quickly address the gap of how you perceive yourself versus how others perceive you. You can do these assessments relatively informally but I can recommend doing a more comprehensive assessment with the support of online surveys and a leadership coach for the best results.

Best Practices for Using Leadership Self-Analysis Tools

To get the most out of your leadership self-analysis, consider these best practices:

Be Honest and Objective

When completing assessments, be honest about your strengths and weaknesses. Objectivity is essential for gaining accurate insights into your leadership abilities. Avoid the temptation to present yourself in an overly favorable light, as this can skew results and impede meaningful development.

Seek Feedback

If the tool allows, seek feedback from peers, subordinates, or mentors. Their perspectives can provide valuable insights that you may not have considered. By incorporating diverse viewpoints, you can gain a holistic understanding of your leadership and identify areas for improvement.

Set Goals

Use the results of the assessment to set specific, achievable (SMART) goals for your leadership development. Focus on areas that need improvement and create a plan for growth. Establishing clear milestones and timelines will help you track your progress and maintain motivation.

Reflect and Take Action

Take the time to reflect on the assessment results and take action to improve your leadership skills. Continuous development is key to becoming a more effective leader. Regularly revisiting your goals and adjusting your strategies will ensure sustained growth and success.

The Importance of Self-Analysis for Leaders

Leadership self-analysis tools are invaluable resources for anyone looking to improve their leadership skills and advance their career. By gaining insights into your strengths, weaknesses, and leadership style, you can take proactive steps to become a more effective and impactful leader. Whether you’re an emerging leader or a seasoned executive, these tools can help you achieve your leadership goals and drive success in your organization.

Remember, the journey to becoming a better leader is ongoing, and these tools are just one part of the process. Continuous learning, reflection, and action are essential to your leadership development journey. Embrace the insights gained from these tools, commit to lifelong learning, and remain open to feedback and adaptation. In doing so, you will cultivate a leadership style that is both resilient and transformative, capable of navigating the challenges of today’s ever-evolving business landscape.

And if you would like any further help with self-analysis or support in your leadership development, please do drop me a line via the Contact Page.

Which leadership skills are the most important? What are the leadership skills that you need most to progress to your next level? 

Wherever you are on your leadership journey, whether you are just leading yourself or managing thousands of people, there is always room for growth. We can all be better leaders, and there is always a competency that we can work on.

The Five Levels of Leadership

The idea of five levels of leadership (John Maxwell) or level-five leadership (Jim Collins) are not new, but how do we as leaders progress up through the levels? Based on my personal research, coupled with my experience as a leader and leadership coach, I have developed a competency framework to support leaders in their leadership development. It acts as both a self-analysis tool and a leadership development plan.

The five levels of leadership development are:

1. Personal Leadership
2. Interpersonal Leadership
3. Team Leadership
4. Senior Leadership
5. Strategic Leadership

The 5 Core Leadership Skills

As well as there being five levels of leadership, there are five foundational skills that relate to each level. As we progress on our leadership journey, we layer our experience and new talents on each of these core competencies.

The five core leadership skills are:

1. Communication skills – written, verbal and non-verbal communication, influence and facilitation
2. Management skills – managing work, performance, change, tasks and resources
3. People skills – interpersonal skills, growing teams and individuals, developing talent and culture
4. Thinking skills – decision-making and problem solving, critical and creative thinking, management of emotions
5. Awareness skills – self-awareness, situational awareness and the ability to flex our leadership style to the circumstances

Here is an explanation of each of the five levels of leadership along with the core competencies:

Level 1: Personal Leadership – Leading Self

What is personal leadership, and why is it important?

Personal leadership is foundational to every other level of leadership. It is about leading yourself well. As Stephen Covey states in The Seven Habits of Highly Effective People, we need private victory before public victory. 

Personal leadership is important to everyone because we all have an influence on ourselves, and we are not the leader in every context we experience. Mastering personal leadership is particularly important for those who have not managed others before.

Who is personal leadership for?

Personal leadership is for everyone, as whatever other roles we have, and at whatever stage of life, we have the responsibility for ourselves. We are the first of the people that we need to influence, both effectively and for the better. No matter how we climb, we can always be better leaders of ourselves.

Therefore, personal leadership is relevant to all but will be of particular interest to people operating primarily as individuals. This includes freelancers, self-employed workers and solopreneurs

Of course, it also applies to anyone who aspires to have greater responsibility for people and progressing up through the levels of leadership.

Which skills are most important for personal leadership?

Looking at the five core competencies, the following skills are examples of what is important at this level:

1. Communication skills – effective listening skills, writing skills, question technique
2. Management skills – prioritising and managing personal time, tasks and budget 
3. People skills – being a good team member, leading up, personal development,
4. Thinking skills – asking effective questions, emotional regulation, understanding basic decision-making processes
5. Awareness skills – understanding personality and character, basic leadership traits and styles 

Level 2: Interpersonal Leadership – Leading Others

What is inter-personal leadership and why is it important?

Interpersonal leadership is the first step in leading others. It is about positively influencing those you come into contact with, whether or not there is a formal management relationship in place. 

Who is interpersonal leadership for?

As with personal leadership, interpersonal leadership is relevant to everyone as we all interact with others (unless you are a hermit and never come into contact with anyone!)

Interpersonal leadership is particularly important for people who want to be good colleagues and effective team members. It is also vital to entrepreneurs who want to grow their ideas, as well as those thinking of leading teams.

In non-work settings, interpersonal leadership relates to anyone who is a member of a team or club, and anyone who wants to be a good friend and neighbour.

Which skills are most important for interpersonal leadership?

1. Communication skills – building rapport, contributing to meetings, having good conversations, receiving feedback
2. Management skills – effective delegation, supporting change, setting shared goals
3. People skills – understanding team roles, leading laterally, accountability
4. Thinking skills – understanding bias and heuristics, emotional intelligence
5. Awareness skills – understanding directive and non-directive leadership, followership, other personalities

Level 3: Team Leadership – Leading Small Teams

What is team leadership, and why is it important?

Team leadership is the first level of leadership where people lead multiples of people. This is important as the needs of the group as well as the individual come into play.

Who is team leadership for?

Leaders of small teams, generally with fewer than twelve people first-line reports, and most likely less than twenty in total. For example, this includes team leaders, supervisors, and 1^st line managers. Mostly, this means influencing groups of people in the lower double digits.

This level of leadership is especially relevant to newly promoted team leaders and supervisors or those starting on graduate management programmes. It also relates to young officers and NCOs (non-commissioned officers) in the military and emergency services.

In non-work contexts, it applies to parents, captains of sports teams or leaders of other small groups. 

Which skills are most important to team leaders?

1. Communication skills – persuading others, presentation skills, writing reports
2. Management skills – project management, team assessment, change management
3. People skills – team and people development, leading down, coaching skills
4. Thinking skills – adaptive problem-solving, creating processes, understanding emotional triggers
5. Awareness skills – situational awareness, understanding transactional, bureaucratic and action-centred leadership styles,

Level 4: Senior Leadership – Leading Leaders

What is senior leadership, and why is it important?

Senior leadership is about influencing large numbers of people, often in the hundreds. The other key difference to team leadership is that a senior leader is managing other leaders.

Who is senior leadership for?

Senior leaders include middle, through to executive managers, as well as some sole leaders of small organisations. It also includes senior commanders in the military and emergency services, regional politicians and others who are influencing people in the hundreds.

Which skills are most important to senior leaders?

1. Communication skills – negotiation, public speaking, conflict resolution
2. Management skills – programme management and change leadership, setting missions and planning budgets
3. People skills – 360 degree influence, mentoring, talent management, promoting positive cultures
4. Thinking skills – approaches to problem solving, assessing courses of action, lateral and creative thinking, psychological safety
5. Awareness skills – understanding larger contexts, applying situational, authentic and emotional intelligent leadership styles

Level 5: Strategic Leadership – Leading Organisations

What is strategic leadership, and why is it important?

Strategic leadership is level-five leadership, where a leader maximises their influence, often impacting thousands of people. 

Who is strategic leadership for?

Strategic leadership involves not just CEOs and C-level executives but also generals in the military and politicians. It also includes significant thought-leaders, disruptive entrepreneurs, influential founders and visionaries. 

Which skills are most important to strategic leaders?

1. Communication skills – vision casting, media skills, advanced storytelling
2. Management skills – organisational management and change, acquiring resources
3. People skills – inspiring others, high-performing teams, attracting talent
4. Thinking skills – problem typology, strategic planning, innovative thinking
5. Awareness skills – spotting possibilities and opportunities, applying transformational, inquisitive and servant leadership styles

Improving Your Leadership Skills

So, using the competency framework above you can identify which level you want to start at and the skill that you most want to work on.

There are coaches to assist you and courses to teach you the skills.

Types of Coaching for Different Levels

There are lots of different types of coaches available, and there are not hard and fast rules, but the following types of coaches are likely to be the most relevant to the following levels:

1. Personal Leadership – Life Coaching
2. Interpersonal Leadership – Career Coach
3. Team Leadership – Team Coaching
4. Senior Leadership – Executive Coach
5. Strategic Leadership – Leadership Coach

If you would like to explore online training resources for each level of leadership with tools to help develop each leadership skill, click on the link below:

Leadership Development: Master the Top Leadership and Life Skills

Better lead in life and work to maximise your success. Sign up and access materials for free!

In today’s fast-paced business world, effective leadership is more crucial than ever. Whether you are an aspiring leader or an experienced executive, enhancing your leadership skills is essential for personal and organizational success. Fortunately, there are a plethora of free leadership courses available online that cater to various aspects of leadership and management. This article will explore some of the top free leadership courses to help you develop and refine your skills.

Importance of Leadership Development

Leadership development is not just for those in high-level positions; it’s beneficial for anyone looking to make an impact within their organization. Strong leadership skills can lead to improved team performance, higher employee satisfaction, and better decision-making. In a world where change is constant, having the ability to lead effectively can set you apart from the competition.

Free Personal Leadership Program

The Right Questions – Mastering the Top 10 Life Skills

Personal leadership is important to everyone because we all have an influence on ourselves and anyone we come into contact with. Also, we are not the leader in every context we experience. 

Mastering personal leadership is particularly important for those who have not managed others before. As Stephen Covey points out in The Seven Habits of Highly Effective People, we first need success in the private sphere before we look for success in the public arena.

The starting point for personal leadership is mastering the top ten most important life skills. You can sign up and complete this course for free by using the link below.

Leadership Development: Master the Top Leadership and Life Skills

Better lead in life and work to maximise your success. Sign up and access materials for free!

Free Executive Leadership Programs

Harvard University – Leadership Principles

Harvard University offers a free online course titled “Leadership Principles”. This program is designed to help you understand what leadership means, the different styles of leadership, and how to apply them in a business context. The course covers essential topics such as decision-making, team management, and strategic thinking.

University of Illinois – Foundations of Everyday Leadership

The University of Illinois provides a free course called “Foundations of Everyday Leadership”. This course is perfect for those who are new to leadership roles and want to understand the basics. It covers essential leadership skills like communication, conflict resolution, and team dynamics.

Organizational Leadership Certificates Online Free

Coursera – Organizational Leadership

Coursera offers a free course on Organizational Leadership that provides a comprehensive overview of the skills needed to lead organizations effectively. The course includes modules on strategic leadership, change management, and organizational culture.

University of Michigan – Leading People and Teams

This free course by the University of Michigan focuses on developing leadership skills for managing teams. It offers insights into leadership theories and practical strategies for motivating and managing team members.

Business Leadership Training

edX – Business Leadership

edX provides a free online course titled “Business Leadership” that is perfect for those looking to enhance their leadership capabilities in a business environment. The course covers leadership styles, ethical decision-making, and leading innovation.

Open University – Leadership and Management

Open University offers a comprehensive free course in Leadership and Management. This program covers a wide range of topics, including strategic planning, communication skills, and performance management, making it ideal for business professionals.

Leadership and Management Courses Online Free

Alison – Diploma in Leadership and Management

Alison offers a free online Diploma in Leadership and Management. This course is designed to equip you with the skills needed to lead teams and manage projects effectively. Topics covered include leadership theories, team building, and conflict resolution.

FutureLearn – Managing People: Engaging Your Workforce

FutureLearn’s free course on Managing People focuses on engaging and motivating your workforce. It provides practical strategies for improving team performance and includes modules on leadership styles and employee engagement.

Free Leadership Programs

LinkedIn Learning – Leadership Foundations

LinkedIn Learning provides a free course called “Leadership Foundations”. This course is aimed at helping individuals develop a solid foundation in leadership principles. It covers key topics such as emotional intelligence, leadership styles, and communication skills.

Khan Academy – Entrepreneurship

Khan Academy offers a free course on Entrepreneurship that includes modules on leadership and management. This course is ideal for those looking to develop leadership skills in a startup or small business environment.

Leadership and Management Certificate Free

Saylor Academy – Principles of Management

Saylor Academy’s free course on Principles of Management offers a certificate upon completion. This course provides a comprehensive overview of management principles, including leadership, decision-making, and organizational behavior.

MIT OpenCourseWare – Leadership in Negotiation and Decision Making

MIT’s OpenCourseWare provides a free course on Leadership in Negotiation and Decision Making. This program is designed to help you develop skills in negotiation, conflict resolution, and decision-making, key components of effective leadership.

Free Management and Leadership Courses

Stanford Online – Organizational Analysis

Stanford Online offers a free course titled “Organizational Analysis”. This course delves into the complexities of organizational structures and the role of leadership in managing change and innovation.

Yale University – The Science of Well-Being

While not exclusively a leadership course, Yale University’s “The Science of Well-Being” offers valuable insights into personal development and well-being, essential for any leader aiming to foster a positive organizational culture.

Enhancing your leadership skills with online courses

Enhancing your leadership skills is an ongoing process that requires dedication and continuous learning. With the plethora of free leadership courses available online, you have the opportunity to develop and refine your leadership abilities without a financial burden. Whether you are looking to earn a certificate or simply expand your knowledge, these courses offer valuable insights and practical strategies to help you succeed in any leadership role. Embrace the opportunity to learn and grow as a leader, and watch as your personal and professional life flourishes.

A Coach or Mentor – Same Same but Different?

The terms coaching and mentoring are often used synonymously but in professional terms, there are some subtle yet important differences. Having worked as both a coach and a mentor it is not that one is better than the other, it is that they are slightly different approaches to achieve slightly different things.

It is also worth noting that in practice there can be considerable overlap between the two but mixing up the terms can be confusing and frustrating (Nieuwerburgh, 2014). Therefore, the differences in emphasis and approach are important to know, especially if you are looking for either a coach or a mentor and trying to work out what would suit you best.

What does it mean to be a mentor?

A mentor is someone who is generally more experienced and who passes on that knowledge to someone who is less experienced within a certain area of expertise. The mentor is often someone older but not necessarily so; it is more about the mentor having specialist knowledge that they can impart to the person being mentored.

A classic example would be a senior manager within a company being the mentor for a more junior manager in the same company (but also someone who is generally not in a direct day-to-day line management relationship).

What does it mean to be a coach?

A coach supports a client in achieving a specific personal or professional goal generally through the facilitation of learning by the coachee.

There is no one definition for coaching as a profession but there are some common themes that come out of coaching literature. Coaching can be described as:

“Unlocking people’s potential to maximise their own performance.” (Whitmore 2009: 11)

Or

“The art of facilitating the performance, learning and development of another.” (Downey, 2003:21)

Simply put, coaching is about helping someone to become more effective in their life and work. As with mentoring, this primarily happens through one-to-one conversations.

A typical example of coaching would be a client employing a coach for a defined number of sessions to address a specific challenge or achieve a particular aim, such as an executive employing a leadership coach to help improve their work-life balance.

Coaching and Mentoring Differences Made Simple

As with the varying definitions, there are also various comparisons available but it is important to remember that it is hard to always fix hard boundaries between the two disciplines.

A good simple summary of the difference between coaching and mentoring is outlined by Jonathan Passmore in his book Excellence in Coaching (Passmore, 2010:5) and replicated in the table below:

	Coach	Mentor
1. Level of formality	More formal: contract or ground rules set, often involving a third-party client	Less formal: agreement, most typically between two parties
2. Length of contract	Shorter term: typically between 4 and 12 meetings agreed over 2 to 12 months	Longer term: typically unspecified number of meetings with relationships often running over 3 to 5 years
3. Focus	More performance focussed: typically a greater focus on short-term skills and job performance	More career focussed: typically concerned with longer-term career issues, obtaining the right experience and longer-term thinking
4. Level of sector knowledge	More generalist: typically coaches have limited sector knowledge	More sector knowledge: typically mentors have knowledge of organisation or business sector
5. Training	More relationship training: typically coaches have a background in psychology, psychotherapy or HR	More management training: typically mentors have a background in senior management
6. Focus	Dual focus: more typically a dual focus on the needs of the individual and the needs of the organisation	Single focus: more typically a single focus on the needs of the individual

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If you would like to find out more about coaching and have an initial free coaching consultation then please email us using the contact page. Just click on this link: Contact Form

Leadership Development: Master the Top Leadership and Life Skills

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References

• Passmore, J. (ed) (2010) Excellence in Coaching. 2nd edn. London: Kogan Page.
• Whitmore, J (2009) Coaching for Performance: GROWing Human Potential and Purpose: The Principles and Practice of Coaching and Leadership, 4^th London: Nicholas Brealey.
• Downey, M (2003) Effective Coaching: Lessons from the Coach’s Coach, 2^nd London: Texere.
• Van Nieuwerburgh, C. (2014) An Introduction to Coaching Skills. London: Sage.

When coaching individuals and groups one of the most common areas for development that people ask for is around improving confidence in public speaking or presentation skills. This reflects the fact that, for all the advances in technology, most jobs require that we stand up in front of other people and have to talk to them coherently. Even with all the power of social media and other multiple communication means, nothing can beat the persuasive power of a good speech delivered in person.

Not all of us are going to be the next Martin Luther King Jr, Steve Jobs, Winston Churchill or Chris Rock, but we can all improve our public speaking and presentation skills, no matter what our existing level. Whatever your role, improving your verbal communication will help you in the future. If you want to progress as a leader then refining your public speaking will be of particular benefit.

Here are some techniques and resources that can help you. Whether you are a beginner or relatively experienced, these tips that can aid you immediately and demonstrate how you can develop in the future.

Overcoming Stage Fright

Public speaking can be scary. Various surveys have placed public speaking as one of the top ten fears, frequently showing that people are more anxious about presenting to a group than about their own death!

That means that the first battle in public speaking is overcoming stage fright. There are some good evolutionary reasons why standing up in front of a group can feel scary; there are also some great physiological hacks that can be employed to overcome this anxiety.

Having the right posture and body language can immediately change the way you feel and improve the quality or your public speaking. Walking confidently towards an audience, looking directly at them with a smile and an open posture, will set you off on the right start (even if you are not feeling necessarily confident and happy inside).

By holding our bodies in a certain way and projecting openness and confidence, not only do we reassure the audience, we also calm ourselves. Simply put, the physical signals from our body start to tell our brain that everything is ok and you start to overcome the ‘freeze, fight or flight’ response to stress.

Early on in my speaking career I was encouraged to study stand-up comedians, as they are the masters of public speaking. For a good stand-up comedian it is not just about giving a message or even telling a joke; it is about reading the emotional temperature of a room and then connecting with people to up that temperature. That is why people talk about a ‘warm-up act’ and why comedians are often used as compères or master of ceremonies at events.

Here is an excellent TED talk that highlights some of the key approaches in turning stage fright into stage fun:

Charisma versus Stage Fright

The Importance of Body Language

We have already seen how important our posture and body language is in overcoming stage fright, but this importance does not decrease once we start to speak. This is because our sub-conscious is fine-tuned to pick up non-verbal signals from people. When we listen we also observe to check that people’s body language match what people are saying. If there is a mismatch we are unlikely to engage with that person or trust what they are saying.

• Here are some examples of negative body language and posture:
• Folding arms (can appear defensive)
• Wringing hands or fidgeting (appears nervous)
• Avoiding eye contact (appears nervous or untrustworthy)
• Can’t keep still (appears anxious and projects avoidance)
• Face and eyes downcast (appears unhappy, reduces energy and volume)

In the same way that mirroring body language helps to build rapport in one-to-one conversations, actively ensuring good body language helps to build connection with an audience.

Here is another excellent TED talk that builds on the theme of body language and how our psychology and physiology are intrinsically linked:

Your Body Language May Shape Who You Are

The Power of a Story

Humans love stories. We can’t stop making and sharing stories; we gossip, we read novels, we watch films. Story telling has been the method, and stories the structure, for passing on knowledge, wisdom and insight over millennia. Telling a good story is a sure way to engage with an audience. What’s more, it is easier to remember a story than a list of bullet points and is much more fun for both the speaker and the listeners!

Personal stories can be particularly good as – when told with humility – they are genuine, heartfelt and build empathy with a crowd. Your own stories are also the easiest to remember, which can reduce concern about forgetting what you want to say. Therefore, even if you have to cover other information in your talk (particularly dry or potentially dull material) a light-hearted or pertinent story can be a good way to draw in an audience at the beginning of a presentation.

Whatever the story, it is worth thinking about the structure of the story. Work out how to tell it for the main learning points to be self-evident. First, a good tale sets the scene, starting calm and giving the background. Then, the narrative introduces some sort of challenge that needs to be faced. Tension builds to a peak and then the story illustrates how the conflict is overcome and brings a resolution. This is a basic story arc and can be used whether your story is three minutes or three hours long.

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Here is another great TED talk from Andrew Stanton on stories:

The Clues to a Great Story

How to Structure a Presentation

When you are creating a structure of a presentation you should remember to KISS. In other words: Keep it Simple Stupid! One of the best ways of doing this is having no more than three points to any talk or presentation. This is called The Rule of 3.

There is something very powerful about the triptych or three-point approach. We have already seen that the story arc provides one three-part structure. Another is the method of:

“Tell them what you are going to say, tell them, then tell them what you have said”

This template encourages repetition to drive home the main point of a talk. It has been accredited to various luminaries from Aristotle to Dale Carnegie. No matter who first came up with it, the approach remains very popular, whether it is a preacher giving a 3-point sermon at church or a CEO delivering a keynote at an annual conference.

To do this well you need to crystallise the key idea that you want to convey both in your mind and in the mind of others. This will need the correct framing and explanation, and here again the use of story can be very helpful. As you progress through your structure make space to pose questions and leave pauses. These can heighten the emotional and intellectual connection with the audience. Also think about the ‘why?’ Why is this subject important? Why should people care? Why are you the person to share this information? Simon Sinek’s book and TED talk Start with Why can be very helpful on this subject.

In terms of communicating a simple and powerful message, this TED talk is a great place to start:

TED’s Secret of Public Speaking

How to Further Improve Your Public Speaking

There is always more to learn and ways to improve both the art and science of public speaking. As with any skill, the best way to improve is to practice. Therefore, I encourage you to take any opportunities that come your way.

There are of course classes and courses that can help you too. Individual coaching can also provide a safe and more relaxed environment to learn and practice. There are debating clubs and public speaking forums such as Toastmasters that you can join to create more opportunities to speak. One thing you can do yourself or with a friend is to film presentations or talks you are practising. In the age of smart phones this is really easy to do and the immediate feedback you get from watching a film is second to none.

There are even apps available that can help you improve your public speaking. One such app is Gweek that uses the camera on your phone and machine learning to help you improve your verbal communication. Gweek provides a great way to improve and get useful feedback without the pressure of anyone else looking at you.

There is always room for improvement so finally, to give some ideas for development areas you might want to concentrate on, look at this TED talk on some of the core skills that have been identified for good public speaking:

The 110 Techniques of Communication and Public Speaking

A Final Encouragement

As your practice improves, so will your confidence, and with confidence you will embrace vulnerability, manage your nerves and hopefully come to truly enjoy (or at least not give in to fear) of public speaking.

Do you have a story about overcoming stage fright or improving your public speaking? Please do drop me a line or share as a comment below!