At the Workforce Group, one of our strategic focus
areas is the research into Theory and Practice of Leadership, specifically as it applies to
social systems (public, private and civil society sectors). In particular, our quest to advance
the public interest through the reinvention and transformation of public institutions has created
unique insights into the “Pedagogy of High Performance Leadership.” Pedagogy deals
with the theory and practice of education, therefore, in layman terms, what are the best
practices for developing High Performance Leadership?
We have found that because there is a dearth of effective high performing leaders, the work of leadership development tends to be outsourced to consultants, usually with mundane results. To truly build up to the point of organizational breakthrough, we find that leaders must do the work of mobilizing the leadership potential at all levels of the organization. The leader must teach others to lead. We have found that to do so the leaders must demonstrate 4 dimensions of leadership teaching styles related to the 4 Leadership Styles. All Mature Leaders demonstrate 4 adaptive Leadership Styles: Direct, Spirited, Systematic and Considerate. Each of these Leadership Styles demonstrates a predominant Teaching Style. Adaptive Leadership Maturity is the ability of a Leader to select the style and approach required to deliver the best results in a particular situation. When it comes to Teaching Styles however, the Pedagogy of High Performance Leadership Development requires all 4 Styles delivered in an integrated format to Build Future Leadership Competencies (Knowledge, Character, Skill-Set and Attributes).
The Direct Leadership Style tends to teach by giving Instruction to others and is directional in nature (telling the student-leader what to do). Instruction builds the Knowledge of the Future Leaders.
The Spirited Leadership Style tends to teach by Mentoring the student-leader into the roles of leadership (using lots of examples -including personal example-, inspiration, motivation, modeling and storytelling). Mentoring builds the Character of the Future Leaders.
The Systematic Leadership Style tends to teach by Coaching (planning a system to help the student-leader acquire the skills through practice, while providing support, wisdom and feedback). Coaching builds the Skill-Set of the Future Leaderships.
The Considerate Leadership Style tends to teach through Counseling (leveraging the conversational approach to direct the student-leader to learn from his own experiences and pointing them to principles and practices which that student experience relates to). Counseling builds the Attributes of the Future Leaders.
Therefore, when it comes to developing and unlocking leadership potential across an Organization, successful leaders convert the workplace into the learning place. They create the culture, systems, structure and practices within their Organizations for Instruction, Mentoring, Coaching and Counseling required for the development of the Knowledge, Character, Skills and Qualities of the next generation of Organizational Leaders.
Dr Tayo Aduloju is a Policy Entrepreneur, Global Leadership Development Educator, Leadership Coach, Strategist and Synergist on Access to African Markets. He brings to bear several years of cognate experience in crafting, facilitating and executing Private and Public Sector Strategy for Leaders, their Institutions and Nations. He is an Executive Director, Institute of Workforce Development & Group Deputy Managing Partner, Workforce Group.
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