What are the best ways to develop strategic leadership skills and mentor your team?

I am a big fan of self-assessment tools like the Strategic Leadership Competency Model, but I am a bigger fan of working with someone to guide you through the process of creating a strategic framework, getting your team involved and aligned, communicating to the company, and then executing like crazy. In my consulting business, I employ the “teach them how to fish” model where over time leaders learn how to facilitate the strategic framework process themselves.

Development of strategic leadership starts with learning and building a core with ‘We’ instead of ‘I’. This can be complemented with continuous leaning to strengthen the areas of improvement, setting clear goals, making team members feel valued and motivated, encouraging feedback & new ideas, acting on the action items, setting regular touch points and ensuring clear communication and candid responses.

Feedback is perhaps more relevant than personality or similar assessment tools, which often lack context. The perspective of your team, peers, and manager or executive stakeholders is vital to understanding strengths and areas of improvement.

Desarrollar habilidades de liderazgo para influir en un equipo implica: 1. Autoconocimiento: Comprender tus fortalezas y áreas de mejora como líder. 2. Comunicación efectiva: Ser claro, empático y escuchar activamente a tu equipo. 3. Delegación inteligente: Confiar en tu equipo y asignar responsabilidades adecuadas. 4. Desarrollo de otros: Guiar, motivar y apoyar el crecimiento profesional de tus colaboradores. 5. Toma de decisiones: Ser ágil y tomar decisiones informadas considerando diversas perspectivas. 6. Liderazgo adaptativo: Ser flexible y adaptarte a las necesidades cambiantes del equipo y la situación.

This starts with "your team" and that suggests to me a team is in already in place. The actions outlined describe a process to qualify you so you might actually be given a leadership position AND a team. The steps outlined through out the article need to be accomplished before you are given a team to address strategic implementations. If the intent of the article was, or is, "how do you prepare" to be considered for a major team as described. Either as a member or a leader/advisor.

Recognizing the paramount importance of diversity of thought, a leader must acknowledge that it begins within the organization. Actively recruiting individuals from varied backgrounds and demographics fosters learning, mutual inspiration, and innovation. Embracing diverse perspectives enables the team to challenge preconceptions, boost creativity, and develop effective strategic leadership skills.

All are good, and apply to all members, to some extent. Balance is critical in total, sum of all members. Need at least 4 members who can facilitate sub groups to work issues. In M/Briggs testing need various types and/or flexibility.

1.Embrace the unknown,Embody Adaptability 2. Master the art of zen listening. It's not just about words; it's about vibes, tones, and the spaces in between. 3. Tunnel vision sink ships. Keep the big picture in mind but stay flexible. Plans change, roll with it. 4.I'm no micromanager, and neither should you be. Delegate tasks, empower your team, and let them shine. 5. Sulk over a rejection? Nope. Failure's not the enemy. Embrace it, learn from it. 6.Cultivate a "No BS" zone. Honest conversations, real feedback 7. Confidence isn't arrogance, it's swagger. Lead with it. 8.Mentorship is a Two-Way Street: - Mentorship isn't a one-way lecture; it's a dialogue. Learn from your team as much as you teach them.

It is worth engaging a professional coach, whether funded by your organization or not. This will quickly enhance your abilities. Trying to alter your own personality traits that run counter to strategic leadership is very challenging without a skilled coach to tease out the impact of behaviors.

Totally agree. Team processes, mtg. agendas, critiques, formal. Leadership code? Self directions, updates, works or change it.

Foster a safe space where opinions can be freely shared and actively invite counter arguments to your own position. Encourage an "open door" policy to enable contributions from those who are reticent about speaking up in more public forums and genuinely value the inputs you receive.

Consensus is a must. The teams goal is to get the orginization to make progress. The issues need to defined and solutions implemented. If consensus cannot be reached then, then keep going and define how to proceed. You can present THE PROCESS on how to. Alternatives are in the team until the team presents in a mutually agreed to process.

Yes, keep learning. Oliver Wendle Holmes said "I would not give a nickel for simplicity on this side of complexity but would give my arm for it on the other side." Forgive the quote as very close.

Spend time understanding the strategy of your key competitors to anticipate challenges to your own. Review your strategy through the lens of both customers and competitors.

As a leader, your team's success and your own success are inextricably linked. The easiest path to success is to surround yourself with great people. Emphasizing the success of others in the team over your own is a simple way to build team spirit and a sense of common purpose.

Building team spirit and getting buy-in to the strategy are central to its successful execution. If people feel they have contributed to the strategy, they are far more likely to internalize it. A sense of common purpose will strengthen the team's resolve to succeed.

Focus on the vision, build an understanding of your team and team members individual capabilities and then optimally challenge them. They will trust you, offer their loyalty and most importantly, they will do amazing things.