Most effective leaders appreciate that leadership development is anever-ending process. This is especially apparent when leaders are expected to find their way out of challenging situations and find solutions to their problems, however tricky they may seem. During these times, leadership coaching or mentoring can be worthwhile in getting the required skills to lead effectively.
John Behr explain: “From my extensive experience coaching executives, I understand that simply participating in a coaching program does not make one a great leader. Most leaders need more than this. For instance, leaders often benefit from learning and gaining perspective from like-minded peers who have been in similar situations to their own. However, finding external peers who have taken on similar challenges can be empowering and can serve as a way to get insights regarding your leadership journey.”
Leadership development is a life-long journey
Some say leaders are born, while others argue that leaders are made. Whichever side of the fence you sit on,most agree that leadership skills can be enhanced. Leveraging nature and nurture, across time and in a range of roles, exposes leaders not only to diverse situations but to a broad set of challenges.
Thus, an ambition for continual learning is a prerequisite to becoming a good leader.
To improve their leadership skills, leaders should not only pursue individual learning, but they should be prepared to accept honest feedback. They must be committed to embracing continuous learning through their own insights as well as the observations of others.
Internal or External Leadership Development
As leaders seek out one-on-one support, one question that often comes up is whether they should look internally or externally. As it happens, the answer can be both. The decision often depends on whether the leader has a more tactical issue that needs ironing out or whether they are tackling a larger organizational transition that requires more intensive and dedicated help. In the latter’s case, an external coach or external experienced peer is the better option, as they can dedicate the required time needed to help you make a major shift in how you present yourself as a leader. Other benefits of external support include:
- Leadership development through peer support that is motivated by individual rather than being company directed
- Connection with like-minded people that can extend mutual support and guidance
- Peer-led leadership development can come in many different forms, such as transferring of knowledge, team building insights, raising self-awareness, and improving the ability to interact with others are core outcomes that are typically pursued.
Furthermore, a well-matched peer can support leaders by helping them steer through change, manage transitions, and handle business and personal questions.
Finding External Leadership Development Support
John Behr gives us further insight: “Having worked as a leadership coach for over 25 years, I have come to accept that the support I can offer as a coach is only one aspect (albeit an important one) of the leadership development journey. There is also great benefit to sharing with external peers that have resolved similar challenges.”
Support from external peers offers numerous benefits, including:
- Help and support can be provided at a personal and professional level.
- Numerous perspectives can be obtained by engaging with a diverse number of peers.
- Leaders feel more confident about discussing sensitive issues that they may not be ready to bring up internally.
- Leaders are likely to engage with one another in an open and frank manner, usually leading to considerable performance results in a compressed timeframe.
- Members can test out ideas with leaders comparable in status, allowing for valuable contributions to learning.
- The opportunity to engage with individuals who have markedly different experiences.
- External peers show diversity both in their functional backgrounds and industries.
- Even with these distinctions, leaders often report similar challenges and issues.
- Understanding of this provides reassurance to those leaders who mistakenly believe their problems are unique.
Leaders require a safe space to solve their challenges
It can be difficult for leaders who are searching for development opportunities from like-minded peers to know where to start.
There is a clear need for one-on-one interactions to guide individuals in improving their performance, insight, and leadership skills.
John Behr says:
“From my years of coaching, I have learned that most leaders require a safe space to solve their own questions. Sometimes, all that is needed is to create that is for leaders to come together and solve their problems amongst peers.”
Q&A Platform, LeaderBridge, matches leaders with external peers
John Behr has had an idea of creating a ‘safe place for leaders to come together to ask questions and offer support for some time. Thus, his brainchild concept, LeaderBridge, took form. LeaderBridge is an online platform that offers a secure space for leaders to connect with like-minded peers and solve problems, provide support, and offer unbiased insights.
With LeaderBridge, leadership coaching does not have to stop with your coach. Leadership development can take place on this web and app-based platform with full anonymity. This idea encapsulates external support through like-minded peers in a safe space. LeaderBridge makes the task of finding external peers who have shared interests, experiences, and advice to offer easier.
John Behr says: “That is the main reason why I have founded LeaderBridge. It is a platform for senior leaders to come together to both offer and receive guidance, support, perspective, and feedback. Leadership development is mutually offered and reciprocal, allowing all members to benefit from the support.”
“Simply put, LeaderBridge is a dedicated question and answer platform for leaders, from all backgrounds, regions, and industries, to help one another learn, grow, and develop their leadership skills.”
“On LeaderBridge senior leaders can reach out with a question, at any given time, and apply filters to put their question in front of a specific type of executive, anonymously. Although it is not the same as hiring a coach, it can be far superior. LeaderBridge empowers its users to gain knowledge from peers who have been in the same or similar situation and to learn from their perspectives and experiences without time and budget constraints.”
“Executives that I have coach in the past, and those that I coach now, can gain value and support from like-minded peers by spending time on LeaderBridge.”
Currently, LeaderBridge is only open to senior executives. The first 500 members to sign up for the beta version of LeaderBridge will receive a 12 months’ free membership. We have already passed 250 members, so sign up now!
To learn more about LeaderBridge and to sign up for free, you can visit www.leaderbridge.com
